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Mr. Chattaraj,
I strongly affirm with the key aspects that you have talked of but would like to put a value addition to it. I strongly believe that skill development, do require a personal urge more than anything else. Skill development requires a streamlined way of approach. In today’s job market, we observe that people apply for a certain position with a different skillsets and due to unavailability of legitimate professionals, we are at time forced to recruit them. The performance of such individuals do matter to the organization in a long run, as they lack a streamlined thought or expertise. I am a passionate safety professional, who is proactive in driving a positive safety culture, and to be successful in that endeavor, you need to formulate a group of safety conscious person who work in unison to reach a common goal i.e. to establish the best positive safety culture. This field is still in a very virgin state and we do lack competent safety professionals to cater to the exponential demand of the industry. But at times I am forced to recruit people who come from a variety of background with total irrelevancy to safety, and as there is a tremendous dearth of technically sound people and as they have a certificate available with them. On close analysis it can be observed that skill development can’t be assessed by a plain piece of paper. It should come from within and the person needs to be self-motivated in attaining a state of expertise, I mean domain specific, to be considered under the skill development workforce.
Thus in a nutshell skill development is the phase through which a person needs to go through being self-motivated and be proactive enough to carve out a workman of excellence in him and be an asset to any organization or the fraternity as a whole.

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