Recommendations for Stakeholders | Beauty and Wellness - Class 6 PDF Download

 Page 1


? High attrition levels across the industry, especially for
entry and mid level workers. The attrition at the entry
and mid levels is more than 40 percent annually, with
unorganised units facing higher churn levels
? Marginally higher competition wages are a sufficient
trigger for job change in entry and mid level roles. Such
changes are observed to be relatively higher among
employees of the native region than among the
migrants
? Level of absenteeism is the lowest among the migrant
workers and the highest among the native employees.
Migrant employees undertake long vacation to their
hometown, exceeding one-month period which is
planned well in advance, sometimes affecting the
continuity of job
? Non contractual labour leading to informal employment
in the sector and therefore encouraging frequent and
quick changes in jobs. Loyalty of the employees has
traditionally been lower in this sector
? Providing long-term benefits could be a strategy to
arrest attrition in the industry
? Players in the sector find it difficult to identify and
recruit top talent in the industry and they find it even
more difficult to retain good talent
? Design long-term employment benefit schemes for
employees to ensure job continuity and reduce
attrition
? One of the key benefits that employees look for is
training by the employers which is valid throughout the
industry. Industry should formalise their in-house
training and certify it
? Medical Insurance is among the most desired benefits
by the employees. If not for private insurance,
employers should proactively support government
insurance schemes covering life and health
? Concept of paid leave under the sick leave category
and personal leave is not very common in the
unorganised sector
? Increased number of jobs and preferences among  entry
level  workers in the rest of the service industries such
as retail, banking and IT
? Perception problem affects recruitment in general and
specifically for the salon and rejuvenation segment
? In the upcoming retail locations for beauty and
wellness, firms in the unorganised sector (and
sometimes also organised sector  recruit people with a
minimum qualification of  8th grade to be trained for
entry-level work in the industry, due to shortage of
manpower
? Awareness needs to be created among the school
students through vocational education in the sector
during secondary school education, creating
awareness of opportunities in the sector. Further,
inclusion of beauty and wellness in home science
option can be considered
? The government must encourage beauty and wellness
courses as an option in popular ITI institutes to avoid
isolation of the industry-related courses
Attritions
Poor Perceptions among the youth
Page 2


? High attrition levels across the industry, especially for
entry and mid level workers. The attrition at the entry
and mid levels is more than 40 percent annually, with
unorganised units facing higher churn levels
? Marginally higher competition wages are a sufficient
trigger for job change in entry and mid level roles. Such
changes are observed to be relatively higher among
employees of the native region than among the
migrants
? Level of absenteeism is the lowest among the migrant
workers and the highest among the native employees.
Migrant employees undertake long vacation to their
hometown, exceeding one-month period which is
planned well in advance, sometimes affecting the
continuity of job
? Non contractual labour leading to informal employment
in the sector and therefore encouraging frequent and
quick changes in jobs. Loyalty of the employees has
traditionally been lower in this sector
? Providing long-term benefits could be a strategy to
arrest attrition in the industry
? Players in the sector find it difficult to identify and
recruit top talent in the industry and they find it even
more difficult to retain good talent
? Design long-term employment benefit schemes for
employees to ensure job continuity and reduce
attrition
? One of the key benefits that employees look for is
training by the employers which is valid throughout the
industry. Industry should formalise their in-house
training and certify it
? Medical Insurance is among the most desired benefits
by the employees. If not for private insurance,
employers should proactively support government
insurance schemes covering life and health
? Concept of paid leave under the sick leave category
and personal leave is not very common in the
unorganised sector
? Increased number of jobs and preferences among  entry
level  workers in the rest of the service industries such
as retail, banking and IT
? Perception problem affects recruitment in general and
specifically for the salon and rejuvenation segment
? In the upcoming retail locations for beauty and
wellness, firms in the unorganised sector (and
sometimes also organised sector  recruit people with a
minimum qualification of  8th grade to be trained for
entry-level work in the industry, due to shortage of
manpower
? Awareness needs to be created among the school
students through vocational education in the sector
during secondary school education, creating
awareness of opportunities in the sector. Further,
inclusion of beauty and wellness in home science
option can be considered
? The government must encourage beauty and wellness
courses as an option in popular ITI institutes to avoid
isolation of the industry-related courses
Attritions
Poor Perceptions among the youth
? Organised training for the beauty and wellness
segment is provided only by established players such
as Blossom Kochhar College of Creative Arts & Design,
VLCC Institute, Jawed Habib’s Hair Academy, Ananda
Spa Institute
? Unregulated training providers train candidates without
adequate practical training exposure. This leads to
reduced standards of service in the industry
? Promote training infrastructure for the beauty and
wellness industry through industry players
? Support private training providers to expand capacity
for training in the industry, by bringing in greater
synergy between government schemes and training
providers
? Incentivise industry players who offer captive training
to open for retail consumption
? A significant part of the unorganised industry consists
of self-employed workforce from a lower or a lower-
middle income background
? Such candidates find it difficult to secure formal loans
from institutions to pursue their entrepreneurial
pursuits
? Support from government in terms of retail space and
infrastructure would be of immense benefit
? Promote vocational training for self help groups in the
field of beauty and wellness
? Provide common infrastructure facilities on a plug
and play model for rural entrepreneurs to offer their
services
Supply of training courses
Provision of vocational training
placements
? Most of the recruitment in the sector is undertaken
through NGOs or through references from already
employed persons.  Walk-ins are encouraged in the
unorganised sector, while organised sector takes the
traditional marketing route for recruitment
? Given that the channel for recruitment is very narrow,
prospective employees are unaware of the existing
means of entry into the sector
? A mobile application for updates on the vacancies in
beauty and wellness sector in key towns and cities
would be useful for the workers to locate jobs. This
registry of participants from both job seekers and
employers can be managed by the Sector Skills
Council
Page 3


? High attrition levels across the industry, especially for
entry and mid level workers. The attrition at the entry
and mid levels is more than 40 percent annually, with
unorganised units facing higher churn levels
? Marginally higher competition wages are a sufficient
trigger for job change in entry and mid level roles. Such
changes are observed to be relatively higher among
employees of the native region than among the
migrants
? Level of absenteeism is the lowest among the migrant
workers and the highest among the native employees.
Migrant employees undertake long vacation to their
hometown, exceeding one-month period which is
planned well in advance, sometimes affecting the
continuity of job
? Non contractual labour leading to informal employment
in the sector and therefore encouraging frequent and
quick changes in jobs. Loyalty of the employees has
traditionally been lower in this sector
? Providing long-term benefits could be a strategy to
arrest attrition in the industry
? Players in the sector find it difficult to identify and
recruit top talent in the industry and they find it even
more difficult to retain good talent
? Design long-term employment benefit schemes for
employees to ensure job continuity and reduce
attrition
? One of the key benefits that employees look for is
training by the employers which is valid throughout the
industry. Industry should formalise their in-house
training and certify it
? Medical Insurance is among the most desired benefits
by the employees. If not for private insurance,
employers should proactively support government
insurance schemes covering life and health
? Concept of paid leave under the sick leave category
and personal leave is not very common in the
unorganised sector
? Increased number of jobs and preferences among  entry
level  workers in the rest of the service industries such
as retail, banking and IT
? Perception problem affects recruitment in general and
specifically for the salon and rejuvenation segment
? In the upcoming retail locations for beauty and
wellness, firms in the unorganised sector (and
sometimes also organised sector  recruit people with a
minimum qualification of  8th grade to be trained for
entry-level work in the industry, due to shortage of
manpower
? Awareness needs to be created among the school
students through vocational education in the sector
during secondary school education, creating
awareness of opportunities in the sector. Further,
inclusion of beauty and wellness in home science
option can be considered
? The government must encourage beauty and wellness
courses as an option in popular ITI institutes to avoid
isolation of the industry-related courses
Attritions
Poor Perceptions among the youth
? Organised training for the beauty and wellness
segment is provided only by established players such
as Blossom Kochhar College of Creative Arts & Design,
VLCC Institute, Jawed Habib’s Hair Academy, Ananda
Spa Institute
? Unregulated training providers train candidates without
adequate practical training exposure. This leads to
reduced standards of service in the industry
? Promote training infrastructure for the beauty and
wellness industry through industry players
? Support private training providers to expand capacity
for training in the industry, by bringing in greater
synergy between government schemes and training
providers
? Incentivise industry players who offer captive training
to open for retail consumption
? A significant part of the unorganised industry consists
of self-employed workforce from a lower or a lower-
middle income background
? Such candidates find it difficult to secure formal loans
from institutions to pursue their entrepreneurial
pursuits
? Support from government in terms of retail space and
infrastructure would be of immense benefit
? Promote vocational training for self help groups in the
field of beauty and wellness
? Provide common infrastructure facilities on a plug
and play model for rural entrepreneurs to offer their
services
Supply of training courses
Provision of vocational training
placements
? Most of the recruitment in the sector is undertaken
through NGOs or through references from already
employed persons.  Walk-ins are encouraged in the
unorganised sector, while organised sector takes the
traditional marketing route for recruitment
? Given that the channel for recruitment is very narrow,
prospective employees are unaware of the existing
means of entry into the sector
? A mobile application for updates on the vacancies in
beauty and wellness sector in key towns and cities
would be useful for the workers to locate jobs. This
registry of participants from both job seekers and
employers can be managed by the Sector Skills
Council
? Significant proportion of the training is provided in-
house, either as on-the-job training or through
exclusive training academies for captive absorption
? This leads to varying standards of quality and
efficiency among players in the industry
? Further, there is no single entity to assess, certify and
thus standardise the entire training programme for the
industry
? Aligning captive training initiatives with Beauty and
Wellness SSC’s Assessment and Certification activity
will provide a level-playing platform for the
candidates
? This will also lead to easy mobility between
organisations, from an employee perspective
? Current in-house training programmes are tailored for
technical training and product training
? Beauty and Wellness, being a personal service
industry, requires high standards of soft skills and
communication skills to ensure client satisfaction
? This aspect needs greater attention from the training
programme coordinators
? Industry bodies to increase attention on soft skills
part of the beauty and wellness industry as much as
the technical skills
? Training tie-ups could be considered with leading
English and Communication institutions such as the
Cambridge ESOL
? Significant proportion of the learning happens on the
job, which is difficult to quantify and certify
? Despite possessing the required skills in varying
degrees of competencies, skill levels are highly under-
reported
? Without formal certification of skill, workforce will
not be able to demand a skill premium
? Development of recognition of prior learning (RPL)
framework whereby current workforce across
subsectors can register and be certified by the SSC
increases the employability quotient
? This will also assist employers in identifying the right
candidate with the appropriate skillset
Alignment of captive training initiatives
Increased focus on language and communication
Recognition of Prior Learning (RPL)
Page 4


? High attrition levels across the industry, especially for
entry and mid level workers. The attrition at the entry
and mid levels is more than 40 percent annually, with
unorganised units facing higher churn levels
? Marginally higher competition wages are a sufficient
trigger for job change in entry and mid level roles. Such
changes are observed to be relatively higher among
employees of the native region than among the
migrants
? Level of absenteeism is the lowest among the migrant
workers and the highest among the native employees.
Migrant employees undertake long vacation to their
hometown, exceeding one-month period which is
planned well in advance, sometimes affecting the
continuity of job
? Non contractual labour leading to informal employment
in the sector and therefore encouraging frequent and
quick changes in jobs. Loyalty of the employees has
traditionally been lower in this sector
? Providing long-term benefits could be a strategy to
arrest attrition in the industry
? Players in the sector find it difficult to identify and
recruit top talent in the industry and they find it even
more difficult to retain good talent
? Design long-term employment benefit schemes for
employees to ensure job continuity and reduce
attrition
? One of the key benefits that employees look for is
training by the employers which is valid throughout the
industry. Industry should formalise their in-house
training and certify it
? Medical Insurance is among the most desired benefits
by the employees. If not for private insurance,
employers should proactively support government
insurance schemes covering life and health
? Concept of paid leave under the sick leave category
and personal leave is not very common in the
unorganised sector
? Increased number of jobs and preferences among  entry
level  workers in the rest of the service industries such
as retail, banking and IT
? Perception problem affects recruitment in general and
specifically for the salon and rejuvenation segment
? In the upcoming retail locations for beauty and
wellness, firms in the unorganised sector (and
sometimes also organised sector  recruit people with a
minimum qualification of  8th grade to be trained for
entry-level work in the industry, due to shortage of
manpower
? Awareness needs to be created among the school
students through vocational education in the sector
during secondary school education, creating
awareness of opportunities in the sector. Further,
inclusion of beauty and wellness in home science
option can be considered
? The government must encourage beauty and wellness
courses as an option in popular ITI institutes to avoid
isolation of the industry-related courses
Attritions
Poor Perceptions among the youth
? Organised training for the beauty and wellness
segment is provided only by established players such
as Blossom Kochhar College of Creative Arts & Design,
VLCC Institute, Jawed Habib’s Hair Academy, Ananda
Spa Institute
? Unregulated training providers train candidates without
adequate practical training exposure. This leads to
reduced standards of service in the industry
? Promote training infrastructure for the beauty and
wellness industry through industry players
? Support private training providers to expand capacity
for training in the industry, by bringing in greater
synergy between government schemes and training
providers
? Incentivise industry players who offer captive training
to open for retail consumption
? A significant part of the unorganised industry consists
of self-employed workforce from a lower or a lower-
middle income background
? Such candidates find it difficult to secure formal loans
from institutions to pursue their entrepreneurial
pursuits
? Support from government in terms of retail space and
infrastructure would be of immense benefit
? Promote vocational training for self help groups in the
field of beauty and wellness
? Provide common infrastructure facilities on a plug
and play model for rural entrepreneurs to offer their
services
Supply of training courses
Provision of vocational training
placements
? Most of the recruitment in the sector is undertaken
through NGOs or through references from already
employed persons.  Walk-ins are encouraged in the
unorganised sector, while organised sector takes the
traditional marketing route for recruitment
? Given that the channel for recruitment is very narrow,
prospective employees are unaware of the existing
means of entry into the sector
? A mobile application for updates on the vacancies in
beauty and wellness sector in key towns and cities
would be useful for the workers to locate jobs. This
registry of participants from both job seekers and
employers can be managed by the Sector Skills
Council
? Significant proportion of the training is provided in-
house, either as on-the-job training or through
exclusive training academies for captive absorption
? This leads to varying standards of quality and
efficiency among players in the industry
? Further, there is no single entity to assess, certify and
thus standardise the entire training programme for the
industry
? Aligning captive training initiatives with Beauty and
Wellness SSC’s Assessment and Certification activity
will provide a level-playing platform for the
candidates
? This will also lead to easy mobility between
organisations, from an employee perspective
? Current in-house training programmes are tailored for
technical training and product training
? Beauty and Wellness, being a personal service
industry, requires high standards of soft skills and
communication skills to ensure client satisfaction
? This aspect needs greater attention from the training
programme coordinators
? Industry bodies to increase attention on soft skills
part of the beauty and wellness industry as much as
the technical skills
? Training tie-ups could be considered with leading
English and Communication institutions such as the
Cambridge ESOL
? Significant proportion of the learning happens on the
job, which is difficult to quantify and certify
? Despite possessing the required skills in varying
degrees of competencies, skill levels are highly under-
reported
? Without formal certification of skill, workforce will
not be able to demand a skill premium
? Development of recognition of prior learning (RPL)
framework whereby current workforce across
subsectors can register and be certified by the SSC
increases the employability quotient
? This will also assist employers in identifying the right
candidate with the appropriate skillset
Alignment of captive training initiatives
Increased focus on language and communication
Recognition of Prior Learning (RPL)
? Initial in-house training sessions are mandatory for
employees in both, organised and unorganised sector.
There is a lack of subsequent training programmes for
skill upgrade
? In the organised segment, this shortcoming is
overridden through training by product companies
which seek to promote the usage of their products in
the centres
? Industry does not incentivise skill upgrading, as it
does not attach a significant premium to  skills learnt
in a training institution
? Provide skill premium for those candidates with
formal training experience
? Encourage employees to upgrade skills to remain
relevant  in the changing industry scenario
? Formalise the training relationship with product
companies to certify and credit the employees who
have undergone training
? Significant part of activity in the unorganised sector is
associated with entrepreneurship with predominantly
women managing the beauty centres and men
managing the salon centres
? Entrepreneurship requires skills in the field of
business development, customer relationship
management, managing operations, handling finances
and such training is imparted at a relatively small
scale in the industry
? Beauty and wellness management programmes can
be promoted by the training institutions that offer a
combination of technical and management courses
? This would aid candidates with an entrepreneurial
bent of mind to establish their own enterprises and
be successful at it, thereby multiplying job
opportunities
? Poor trainers’ quality or lack of an adequate number of
good trainers has been felt to be one of the key
reasons for poor quality of training, leading to poor
employment outcomes
? Constant improvement of skills in line with Indian and
global standards is a pressing need, which is often
ignored in the training mandate
? Only select players in the organized training segment
focus on holistic training for sector
? “Train the trainer” course should be initiated on full
scale to meet the demand of different institutions
? Courses for trainers to be made more scientific and
methodical with structured modules and clearly
defined learning outcomes for the trainers
Provide incentives for employees
management programmes
Inadequate availability