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CII – INCIT Collaboration

Advancing India’s Digital Manufacturing Transformation through Smart Industry Readiness Index

The same question gets asked every year from thousands of students in tier-2 and tier-3 colleges across the country: “Is ₹10 LPA really possible?” And the simple answer to this question in 2026 is “Yes,” and it’s more likely to be possible today than it has ever been to date.

The reason is that there has been a complete change in how companies in India are hiring. According to LinkedIn’s report for 2024, 73% of Indian companies are looking for skill-based hiring instead of degree or college-based hiring.

Some of the largest employers in India — TCS, Infosys, Amazon, Razorpay, all have open processes for hiring through platforms like HackerRank, Unstop, and HackerEarth, where your college rank is irrelevant, but what skills you possess is the defining factor among other candidates.

Why College Tier Matters Less Than You Think in 2026

In 2026, India produces approximately 1.5 million engineering graduates annually (NASSCOM). Only 3% will have acquired any real-world AI or advanced digital skills; this is your chance to take advantage of this shortage.

In 2026, companies like Amazon and Microsoft are hosting open hiring rounds on competitive job platforms. When applying for an organisation, your LeetCode profile, your GitHub projects, and your certifications will have more weight than where you went to school. Therefore, every month in 2026, a lot of Tier-2 colleges' new graduates within 2 years are breaking into the biggest product companies.

The separation between a salary of ₹4 LPA and ₹10 LPA is based on one thing: The specific skills that you have developed and can demonstrate.

PRO TIP: Having a 60% overall grade point average and two real AI projects will land you an interview at most product organisations in 2026, while having a 90% overall GPA and no real-world projects to show will rarely get you an invitation to an interview.

6 Skills That Are Getting Non-IIT Freshers to ₹10 LPA in 2026

These are not theoretical recommendations. These are the specific skills where the combination of high demand, supply shortage, and skills-based hiring is creating a genuine window for tier-2 and tier-3 college graduates.

1. AI / Machine Learning — The Fastest Path to ₹10 LPA

Entry salary: ₹8–15 LPA, Time to learn: 6–10 months

This is the single field in India where supply is most critically below demand. NASSCOM reports AI/ML hiring grew 22% year-on-year. India has fewer than 3% of its engineering graduates with real AI skills. That gap is your entry point. A fresher with Python, a deployed ML model on GitHub, and basic knowledge of prompt engineering is genuinely competitive with IIT graduates who have zero project experience.

Learn: Python, PyTorch, ML fundamentals, Generative AI basics

Build: 2–3 real projects: sentiment analysis, recommendation system, or an AI tool

Apply: Product companies and AI startups: not TCS/Infosys service roles

2. Data Science & Analytics — Accessible from Any Background

Revenue at Entry Levels: 6 to 10 Lakhs per Annum, Time Taken to Achieve: 4-8 months

Non-IIT (Indian Institute of Technology) backgrounds can find data analytics to be one of the highest earning skills available since it not only relies upon B-Tech degrees, but can be taken up by individuals with B-Com, BBA, BSc degrees. According to NASSCOM projections, there will be an estimated requirement of 1.3 million data professionals by 2026.

The current average salary of a data analyst, as per the March 2026 Glassdoor national averages, is 6.87 Lakh Rupees, and the difference in salaries between candidates with the required technical skills set as compared to others using only Excel will be from 1 to 1.5 Lakh Rupees more from the first day.

·      Learning: SQL, Python, Power BI, Tableau, and Excel

·      Project Building: Two or three projects based on real data sets obtained from Kaggle

·      Certification: The Google Data Analytics Professional Certificate is free to obtain and offered through Coursera.

3. Full Stack Development — Practical Portfolio Beats College Nam

Entry salary: ₹5–10 LPA, Time to learn: 8–12 months

Product companies and funded startups hire full-stack developers based on what they can build, not where they studied. A strong portfolio of 3–5 working applications, combined with active GitHub contributions, is a more reliable path to ₹8–10 LPA than most degrees. The India Decoding Jobs Report 2026 places full-stack developers in the urgent hiring category.

Learn: React, Node.js, MongoDB, REST APIs, Git

Build: 3–5 full projects — deploy them, make them real

Apply: Startups and product companies via Unstop and LinkedIn

4. Cloud Computing — One Certification, Immediate Salary Jump

The annual salary range for an entry-level position is typically 5 lac to 10 lac rupees per year, and the time required to learn the relevant skills is approximately 8 to 12 months.

Product companies and well-funded new ventures hire full-stack developers based on what they have built, not on where they went to university. So, if a candidate can show they have 3–5 working applications in their portfolio and actively contribute to GitHub, then they are likely to earn an annual salary of anywhere from 8 to 10 lakh rupees much faster than they could with most degree programmes. According to the India Decoding Jobs Report 2026, full-stack developers are in the urgent hiring category.

- Learn: React, Node.js, MongoDB, REST APIs, Git

- Build: 3-5 complete projects (deploy them and make them real)

-Apply: to startups and product companies using Unstop and LinkedIn.

5. Digital Marketing / Performance Marketing — Fastest for Non-Tech Students

Starting Salary: 4–6 LPA, Time to acquire this skill: 3–5 months

Digital marketing is one of the easiest, high-paying skills to develop in India, as it does not require any sort of technical degree. Digital marketers can quantitatively measure the success of their campaigns and are often hired based on their results, rather than based on the college they attended.

Digital marketing has an entry-level salary of 4–6 Lak per year, and a much higher earning potential for more experienced employees (40 Lak per year + in performance marketing management positions).

•          Learn: Google Ads, Meta Ads, SEO, and Google Analytics 4

•          Certify: Google Ads Certification, and Meta Blueprint (both free)

•          Practice: Create 2–3 real campaigns with small local businesses pro bono

6. Cybersecurity — Talent Shortage Creates Genuine Urgency

Starting salary: ₹6 – ₹9 LPA, Time to Get Certified: 4 to 8 months

With NASSCOM reporting that there is a massive shortage of 1 million cybersecurity professionals in the job market, companies are paying a higher starting salary to individuals with proven experience.

A new grad with a CEH or CompTIA Security+ certification from an equivalent amount of time participating in hands-on cybersecurity training from TryHackMe (or HackTheBox) can reasonably expect to earn between ₹6 and ₹9 LPA in their first job as a cybersecurity professional.

• Certify: CEH (Certified Ethical Hacker) or CompTIA Security+

• Practice: TryHackMe and HackTheBox Free and Paid Labs

• Target: Banking, IT Services, and Cybersecurity organisations related to the Government

The Roadmap — From Tier-2 College to ₹10 LPA

Here is the actual path — not theory, not motivation, just steps.

Things To Stop Believing By 2026

• Only graduates of IIT/NIT get jobs that pay 10 LPA — Not true; Amazon, Razorpay, and Swiggy have an open hiring method, where location or institution does not matter.

• You must have an MBA to earn a good living — Not true; many startups are now recognising that qualifications in product management through certification or portfolios are better than having an MBA.

• Government jobs are safer — This is partly true; however, in the technology field, private careers are built on skills and, therefore, in the majority of cases will allow you to earn 10 LPA in about two years, whereas government jobs usually take ten years or longer to achieve the same monetary amount.

• It’s nottoo late to start- if you focus on developing your skills for six months in AI, Data, or Cloud, you will be a viable candidate.

Keep Learning

In the year 2026, earning 10 LPA will be dependent on skills and not college degrees. The employment landscape in India has changed to an emphasis on what you can do rather than where you have studied. Your tier 2 college is not your limitation; the next skill that you will develop will determine your ceiling. Choose one skill from the above list.

Arjun, who has never missed a lecture, is walking in with a 9.1 CGPA. Arjun can answer every question in the textbook and can probably also write a better textbook than the original.

Sneha, who has a 6.8 CGPA, has run the college cultural festival for two years, counseled seniors while they were under exam stress, and once convinced a very difficult professor to change an exam date for the entire class. While Sneha's notes may not be the best, her instincts are very sharp.

Both students meet with the recruiter for one hour, and then one hour later, Sneha leaves with a job offer. Arjun leaves still confused. His parents are in shock, and everybody is asking the wrong question 'What happened to our son?' When everyone should be asking, 'What did we not teach our son?'

The 'Answer Key' Problem Nobody Talks About

The way to think about career planning you haven't seen before: an educational system that uses answer keys to determine what students will learn; uses syllabi as a study guide; gives examiners what they want to see to receive marks; provides feedback to students based on their written responses to exams of their work history and personality.

The Indian educational system has many benefits for students who are looking for work; however, it will not help you find a job in the workplace, because there is no answer key for the workplace.

Your boss will not tell you how to write the perfect email; the client will not be able to explain why they are unhappy with you; a coworker will not tell you that they are feeling left out; the agency will not provide an interview worksheet to follow when you are interviewed by an interviewee.

So What Are Soft Skills, Really?

Forget what it says in a dictionary! Soft skills mean you know how to handle people and deal with situations, not just how to accomplish tasks.

Soft skills include:

1. Explaining things clearly: being able to explain something to someone without confusing them.

2. Listening carefully: being able to listen to someone and comprehend what they’re trying to say, instead of only listening to what they’re saying.

3. Keeping Calm in Crisis: being able to think rationally when times are tough or going wrong.

4. Working Well With All Types of People (even if they really irritate you): being able to address the needs of your coworkers, no matter how much you dislike them.

5. “Presenting Yourself Professionally”– how you dress, how you interact with your coworkers, how you email, and all other work-related conduct.

6. ‘Taking Responsibility’– looking for problems that need attention and not waiting until someone tells you.

None of these skills is tested during board examinations. All of them are required in every job interview and every single day at your place of employment.

The most important thing is that soft skills are not an innate human trait, i.e., you can either have soft skills or not. Soft skills are developed behaviours; they can be trained.

What Does a Company Want?

In 37 years of doing work with companies through our Model Career Centres, we have consistently heard the following from hiring managers:

All industries (IT, banking, manufacturing, health care, and retail) expect to see the same basic items in fresh graduates:

Do they communicate effectively: in person, by email, and over the telephone?

Can they respond to constructive criticism positively, without closing down or becoming defensive?

Are they proactive: waiting until instructed to act or taking the initiative to act independently?

Are they aware of the way the body and voice convey professionalism: e.g., body language, tone of voice, etc.?

Can they effectively work as part of a team, especially with people who have different behaviours from their own?

None of the above can be measured by simply looking at a marksheet. All of these are measured during the first ten (10) minutes of the interview.

How Do You Develop Soft Skills?

When looking for ways to develop new skillsets, you’ll find that most resources will suggest simple things like joining a debate club or reading the newspaper in English as a means of increasing your capabilities, which certainly do play a small role, but really come from experience. The best ways to build these skills into who you are and make them a part of you are outlined as follows:

1. Challenge Yourself by Putting Yourself in an Uncomfortable Situation

Challenge Yourself by volunteering to present your work in class even though you are really not prepared or comfortable with it. Challenge Yourself by saying yes to put together an event even if you have never done so before. As an additional step, you can also call a company and conduct an informational interview with them. The purpose is to help you learn to be comfortable with the uncomfortable; where you have to be every day when at work.

2. Use Structured Feedback

Most students will avoid seeking out structured evaluations, like practicing in front of a mirror is good, but it is much better to practice in front of someone who has been a trained evaluator and can give you specific and meaningful industry-related feedback.

This is one of the benefits of securing structured soft skills training that the CII CoE Skills provides through all its career development programs.

How CII CoE Skills is Addressing This Gap

CII CoE Skills supports youth through our Model Career Centres (MCCs) located throughout India by providing career counselling, soft skills training, and direct employer connections, having assisted over 1.5 million youth, and having a placement success rate greater than 70% across greater than 8,000 job drives.

Our model differs from a typical college job preparation workshop model through collaboration with industry partners to develop each youth's program, with competency development emphasised on a current and real-time basis.

Our programs focus on preparing youth for productivity at work, so they are more successful when interviewed.

Find a Model Career Centre near you at ciiskills.in — or connect with us to bring industry-led skill training to your institution.

Keep Learning

Millions of Indian youth graduate each year with a degree, diploma, and your level of hope all working towards becoming employed; however, the majority of these individuals experience the same result after going through many interviews — rejected!

If you are in one those young persons, it is completely understandable to feel angry and upset because it isn’t your lack of intelligence or commitment causing such a poor employment outcome.

The real issue is growing and systematic disconnect between what colleges teach and what future employers want or need. The gap between what an employer is looking for and the actual skills/experiences possessed by graduates has increased substantially.

This shows how difficult it really is for someone with advanced skills to obtain employment; therefore, the most significant and biggest barrier affecting young guys and girls in their quest for employment is their lack of technical job-related SKILLS.

So what really is going on?

Why Are So Many Fresher’s Not Getting Hired in India?

First, let us look at the numbers. They are telling a story that does not seem to get enough volume in society today; the fact is, over a third of all India’s graduates are not participating in the labor force at all. In addition, the level of unemployment among graduate-aged people who were in school is an unbelievable 1/3. The vast majority of graduates (85%) who are unemployed are under 30.

The India Skills Report 2026 reflects an increase in overall employability to 56.35% from 54.81% in the previous year. This is an improvement - but still presents a huge challenge 44% of graduates in India are still not job-ready in the eyes of employers; and employers feel this throughout their organisation.

So why are candidates being rejected? There are three reasons.

What Skills Do Employers Seek From New Graduates, And Why Are Fresh Graduates Missing Out?

This Is The Main Question From Employers And Fresh Graduates Throughout The Country.  Many Employers Would Say The Following When Asked:

Fresh Graduates Lack Skills They Need:

Most Employers State That Fresh Graduates Mistake Their Education For the Skills They Need To Perform the Job.  

This Is Wrong; It Is Not What You Studied That Matters, It Is What You Can Do.

Many Employers State The Following Problems:

Employers Have Found That Graduates Lacking The Ability To Use Their Skills In Real-Life Situations Have Cost Those Opportunities And Have Led To Many Businesses Not Hiring Fresh Graduates For Their Company.  

Graduates Lack The Social/Emotional Skills (Such As Communication, Problem Solving, Creative Thinking, And Teamwork).

Why Does the Education System Keep Producing Graduates Who Are Not Job-Ready?

It is time to discuss the uncomfortable truth faced by everyone's educational or business space in India.

Year after year, what we have been told the problems are continue to hold true: An outdated curriculum that does not include artificial intelligence, data analysis, or cloud computing; little hands-on learning (internships/live projects); complete disregard for the development of soft skills (teamwork, adaptability, and client communications).

The focus in Indian colleges is much more on theory than on practical skills causing students to be unprepared for the workforce upon graduation. Technical skills related to AI and data analysis are in high demand, but the majority of institutions have failed to develop non-technical skills.

Employers simply cannot afford to continue to wait for this generation of students to add more academic credentials to their resume before becoming qualified to work in their organization.

Is the Situation Getting Better? What the Latest Data Tells Us

This is great news, and it is true! As of 2026, India has reported that its employability rating had risen to 56.35%, which is one of the largest increases seen in recent years, and that virtually all of India's youth are preparing to respond positively to global demand. The increase in employability for women across Banking, Finance, and Marketing (BFSI) will be significant in this space as well, as the need for qualified women workers is growing rapidly in Tier 2 and Tier 3 cities.

There has also been increased employability for engineering graduates (64% in 2024, compared to 57% the previous year) and MBA Graduates lead all other graduates with a 71.2% Employability Rating compared to engineering graduates at 64% (the difference being just a little over 6%).

What Can Freshers Do Right Now to Change Their Hiring Outcomes?

People with degrees and high GPAs are not necessarily the best candidates for jobs after they graduate College and begin looking for work in 2026. Instead, the best candidates will be those that have developed their skills as they earned their degree.

More and more businesses want their applicants to be able to grow and change as the business grows and changes, which is a skill they are looking for in graduates. Employers value fresh graduates that can be trained to work in today’s ever-evolving workplace. It is not just graduates that have the technical training required, but also the ability to learn new technologies and methods of doing business.

Invest in the Skills That Are Actually in Demand

Technical skills currently in-demand by employers include AI literacy, prompt engineering, data analysis, cloud computing and cybersecurity; Digital marketing; full-stack development.

Core human skills include clear written and verbal communication; critical thinking; creativity; emotional intelligence; changing with change; and ability to cooperate across multiple teams.

With the rise of automation—soft skills will be more valuable than ever before because there's no way for machines (yet) to duplicate them; Communication, Critical Thinking, and Leadership are among the leading differentiators between Get Hired vs. Not Get Hired (i.e., Recruiting).

Communicate Better Than Anyone Else in the Room

The ability to communicate is an essential tool that improves all of your other abilities. A new employee who can take a difficult concept and explain it in simple terms, write a clear email, and present themselves with confidence in front of a group has a much greater value than someone who cannot do these things, regardless of how nerdy they are.

Don't wait for your school to get you the exposure! Take the initiative to connect with other professionals using LinkedIn; attend conferences or seminars within your area of expertise. Apply for internships that interest you while you are still in school. Students who gets hire after graduation treat their school years as an exit to launch their careers instead of simply waiting for someone to reach out to them.

Keep Forwarding- Your Degree Opens the Door. Your Skills Decide What Happens Next.

The fresh rejection crisis is going on in India, but it will not last forever and there are things you can do to change this situation. More and more of India’s youth will combine large numbers with modern digital skills like those required for working with AI tools, and will be operating in a remote job setting and working in the gig economy.

The ability to gain employment as a skilled and flexible graduate from India has never before been as positive a possibility as it is at this moment, and the outlook for those capable of doing so looks bright.

AI and automation are reshaping the future of work creating new opportunities while redefining the skills professionals need to thrive. Discover the future-ready skills, emerging job roles, and how learners can prepare for an AI-driven workforce. read the full article to get idea about the evolution:

Artificial intelligence is a reality and no longer a far-off dream; it is already changing how firms recruit, operate, and expand. This is a big concern to students and graduates: what will become of freshers 2026? The fear is not just imaginary, particularly as automation takes over monotonous work and companies gain more and more reliance on technology than ever.

But it is not only about losing a job. It's about change. The only way that you can learn to acquire a job in this AI era is by changing your fear mentality to a preparation mentality. AI is not merely stealing jobs; it is transforming them.

Artificial Intelligence and Jobs: A Shift, Not an End

The debate on artificial intelligence and employment tends to focus on risks and overlooks opportunities. Although automation and employment patterns indicate that routine employment is diminishing, novel jobs are cropping up, which need human cognition and creativity.

Yes, some sectors are seeing entry level job decline, and even some companies are trying out hiring without freshers. It does not mean freshers are no longer important; it is just that the expectations have evolved. The job transformation of AI is forcing the candidates to be more competent on the very first day.

Job Market Trends India: What’s Changing?

According to the job market trends India, it is evident that the employment environment is changing rapidly. Recruiters are also looking forward to hiring candidates who are capable of making an instant contribution as opposed to those who require a lot of training.

Work in India is increasingly becoming digital, flexible, and more skill-focused. The use of AI-driven hiring tools is becoming common in companies, making the resumes being sifted by algorithms and only reaching people after the algorithm has been used.

Simultaneously, it has an observable AI skill gap, i.e., firms are unable to locate a person with a grasp of technology and business. This opening is, in fact, a chance for freshers who are ready to learn.

Emerging Jobs for Students

Although some of the jobs that are being replaced by AI are disappearing, there are numerous new jobs in the process. These are new student jobs that are in tandem with the digital economy and demand a combination of technical and human talents.

Jobs without college: After graduation, 2026 will not be the same. Roles will be more dynamic and interdisciplinary instead. Career change in AI is steering the students towards those professions that require creativity, analysis, and decision-making skills instead of repetitive performance.

When you are considering your future career opportunities for students, concentrate on the areas where people can provide special value, including design, strategy, communication, and innovation.

Skills Needed in the AI Age

In order to survive in this new world, it is important to acquire the appropriate skills relevant in the era of AI. Skills are emerging as the new currency, and degrees are no longer sufficient.

Technological capabilities to secure employment have become the minimum. All freshers ought to be conversant with digital tools, have knowledge of data, and be familiar with online working environments. These are skills that are essential in developing AI job readiness.

Meanwhile, the AI evidence skills are what indeed make you special. Machines are able to think, but not to think as humans do. Such skills as creativity, critical thinking, and emotional intelligence make you remain relevant in human vs machine jobs.

Soft Skills vs AI: The Human Advantage

The analysis of soft skills vs AI makes it very clear that there is one thing-machines do not have a human connection. They are not able to lead teams, develop trust, and learn from complex situations through emotions.

This is why communication, flexibility, and teamwork are now becoming important student employability skills. In a robotised world, the fact that you are human is your greatest advantage.

Upskilling for Students and Reskilling for Freshers

Learning is the most effective change response. It is no longer an option but a necessity to be able to survive in the job market as students must upskill and freshers reskill.

Upskilling is a way to remain relevant, whereas reskilling is a way to move towards new positions that have emerged with the automation of the workforce. They both are necessary to close the AI skills gap and make you AI job-ready.

Rather than waiting to get a chance, make one by acquiring marketable skills. The effect of machine learning on a job is on the increase, and thus, the basic knowledge in AI, data, or programming can be more beneficial.

How to Compete with AI

When you consider competition with AI, a more intelligent thing to do is to collaborate with it. AI is an instrument, and those who successfully apply it will always be at an advantage.

Thinking about AI job disruption will make you ready rather than panic. Automate simple jobs and use AI to enhance productivity and dedicate more energy towards more valuable work.

It is not to be able to compete directly but to be one that AI cannot replace.

How to Get Hired Fast

The ability to understand how to be hired in the most competitive market can be the difference. Today, recruiters are seeking evidence of abilities and not merely qualifications.

Concentrate on the development of a good profile using actual projects, internships, or freelancing. Experience is more important than theory.

The presence of a powerful online presence is helpful as well. In the age of AI-assisted employment practices, digital footprint, LinkedIn, portfolios, and certifications may play a role in employment decisions.

It is also important to network. Connections are a great asset, as many opportunities are fulfilled with the help of referrals.

Career Tips for Fresh Graduates

There are a few simple yet helpful career tips that fresh graduates can employ that can guide them through this changing landscape.

Be flexible and receptive, as career paths are becoming more of a thing of the past. Create an emphasis on lifelong education as opposed to job titles.

The current trend in good student career guidance is based on flexibility, inquisitiveness, and development. The more you know, the more opportunities you make opportunities to yourself.

Best Skills to Learn 2026

Early preparation is essential, and knowing the most appropriate skills to develop in 2026 can be a good option.

Target relevant skills and competencies that will be relevant in the digital workforce and future. These are technical expertise, such as AI and data analytics, and human expertise, such as communication and leadership.

Such skills not only enhance your employability but also cushion you against the dangers of automation and employment transformation.

Final Thoughts

It is expected that people are afraid of AI stealing jobs, yet it is not the entire story. What has changed is the way of work and the skills that are appreciated.

Although job positions will be substituted with AI, there will be an enormous number of new prospects that will be offered to the prepared ones. The future is for those who learn and change fast.

India has one of the largest youth populations in the world, yet many job seekers struggle to find the right employment opportunities. One major reason is the gap between industry requirements and the skills possessed by candidates. Initiatives such as the Confederation of Indian Industry Model Career Centres aim to reduce this gap by creating stronger connections between young people and industry.

Model Career Centres focus on improving employability awareness by providing career guidance, industry exposure, and opportunities for interaction between employers and job seekers. These centres help individuals better understand career pathways while enabling industries to engage with emerging talent.

Key Focus Areas of Model Career Centres - Model Career Centres contribute to strengthening the employment ecosystem through initiatives such as: - Career guidance and counselling to help young people understand suitable career pathways - Skills awareness and employability readiness programmes for job seekers - Industry engagement initiatives that connect employers with potential talent - Job fairs and recruitment drives that create employment opportunities - Support for youth and recent graduates transitioning into the workforce

Through these initiatives, Model Career Centres help create a stronger link between education, skills, and employment opportunities in India. As the country continues to focus on skills development and workforce participation, initiatives like Model Career Centres play an important role in supporting young people and strengthening the talent pipeline for industries.

For years, Indian manufacturers have invested in automation. Robotics. IoT. ERP upgrades. AI pilots.

Yet one critical question often remains unanswered: Are we truly Industry 4.0 ready or just digitally experimenting?

This is where the collaboration between the Confederation of Indian Industry (CII) and INCIT becomes transformational rather than incremental.

Because digital transformation without measurement is just technology spending. And India cannot afford that.

The Real Problem: Technology Adoption Without Direction

Across India’s manufacturing ecosystem — from MSMEs to large enterprises digital initiatives are often fragmented:

▪ One department automates. ▪ Another installs analytics dashboards. ▪ A third experiments with AI. ▪ Leadership struggles to see measurable ROI.

The issue isn’t intent. It’s structure.

This is precisely what the Smart Industry Readiness Index (SIRI) was built to solve.

SIRI: A Framework, Not a Buzzword

The Smart Industry Readiness Index (SIRI) is not another Industry 4.0 trend.

It is a globally validated framework that evaluates manufacturing organisations across three core pillars:

▪ Process ▪ Technology ▪ Organisation

Through a structured assessment methodology, companies can:

-Benchmark digital maturity -Identify high-impact transformation areas -Prioritise investments -Build a phased digital roadmap

Instead of asking “What technology should we buy?” SIRI forces a smarter question:

“Where do we stand, and what should we transform first?”

Smart Industry Readiness Index in India

Industry 4.0 readiness assessment framework

Why the CII — INCIT Collaboration Matters for India? The partnership between Confederation of Indian Industry and INCIT is strategically important for one reason:

It localises global excellence.

India’s manufacturing sector contributes significantly to GDP and employment. However, global competitiveness now depends on:

▪ Smart factories ▪ Integrated supply chains ▪ Data-driven production systems ▪ Digital workforce capabilities

Through this collaboration, Indian manufacturers now gain structured access to a globally benchmarked assessment system — tailored for real industrial environments.

This is not consulting theory. This is operational transformation.

Building India’s Digital Capability: The SIRI Assessor Programme

Transformation at scale requires people — not just frameworks.

That is why the Certified SIRI Assessor (CSA) Programme is central to this initiative.

This professional certification develops experts who can:

▪ Conduct official SIRI assessments ▪ Analyse operational maturity ▪ Recommend transformation pathways ▪ Guide organisations toward smart factory implementation

By creating a pool of certified assessors within India, the ecosystem becomes self-sustaining.

It builds: National capability Industrial competitiveness Long-term digital leadership

From Ambition to Execution: India’s Smart Manufacturing Moment

India’s ambition to become a global manufacturing hub is not new.

But ambition alone does not create competitive factories.

Execution does.

The CII–INCIT collaboration creates a bridge between:

▪ Vision and measurement ▪ Investment and impact ▪ Technology and productivity

With SIRI, manufacturers gain clarity. With certified assessors, they gain guidance. With structured transformation, they gain measurable results.

Conclusion: The Shift from Digital Adoption to Digital Mastery India is no longer asking whether to adopt Industry 4.0.

The question now is: How effectively can we implement it? The collaboration between Confederation of Indian Industry and INCIT marks a decisive shift from experimentation to structured transformation.

With SIRI and the Certified Assessor Programme, India is not just adopting smart manufacturing.

It is institutionalising it.

The job market is changing fast. 📈 Companies are no longer just looking at degrees — they want skills that deliver results.

🌟 Skill-based hiring means:

Real talent over just qualifications

Job-ready candidates who can solve problems

Faster recruitment with better cultural fit

This shift opens up new opportunities for youth and professionals who have practical skills, certifications, and hands-on training — even without traditional degrees.

Are you prepared for the evolving workplace demands of 2025?

This visual guide highlights the top 5 soft skills every professional must master to thrive in the future of work. From adaptability to emotional intelligence, these skills are your toolkit for staying competitive, creative, and connected.

Career Confused? This Is Where You Start.

Recruit • Train • Deploy = Future‑Ready Workforce

In today’s fast-changing world, businesses are constantly looking for new ways to stay ahead. One of the most effective approaches to building a skilled and agile workforce is the Recruit-Train-Deploy (RTD) model. This method is gaining popularity among companies who want to hire smarter, train better, and deploy talent faster.

Recruit the Right Talent

Traditional recruitment often focuses on candidates who already have experience. But the RTD model changes that. It looks beyond degrees and resumes and focuses on people with potential, willingness to learn, and the right attitude.

This approach opens doors for fresh graduates, career changers, and individuals from diverse backgrounds. It creates a wider and more inclusive talent pool, giving businesses the chance to shape their future workforce from the ground up.

Train

Once the right candidates are selected, they are given focused training based on the actual needs of the job role. This training is not generic — it is tailored to the industry, role, and tools they will use.

Whether it's IT, manufacturing, sales, or service roles, the candidates receive hands-on learning that prepares them for real challenges. The result is a confident, skilled individual who is truly job-ready on day one.

Deploy

After training, candidates are placed directly into roles that match their skills. Because they’ve been trained specifically for these jobs, they adapt quickly and start contributing from the very beginning. Employers save time on onboarding, reduce hiring mistakes, and improve retention.

This model is especially useful for companies that need to scale quickly, start new projects, or reduce time-to-productivity. It also helps bridge the gap between education and employment — something India’s workforce urgently needs.

Why It Matters

Discover the achievements of Phase 1 of the PM Internship Scheme 2025 and the scheme's transformative impact on youth employment in India.

The Prime Minister's Internship Scheme (PMIS) 2025 has become a pioneering initiative to connect the youth of India. The scheme has made significant strides in its first phase, reaching diverse regions and improving the lives of countless young learners across India.

Through structured internships across various sectors, the scheme is fostering skill development and boosting employability. The introduction of facilitation centres in collaboration with the Confederation of Indian Industry (CII), has expanded the reach of PMIS significantly so that every young learner across India gain direct exposure to real industry environments.

Key Achievements of Phase 1

1. Massive Participation and Outreach

Phase 1 witnessed an overwhelming response, with over 6 lakh candidates registering for internships across the country. This enthusiastic participation underscores the scheme's relevance and the eagerness of the youth to gain industry exposure.​

2. Diverse Internship Opportunities

The scheme facilitated over 82,000 internships in Phase 1, spanning 24 major sectors, including:​

• Banking, Financial Services & Insurance (BFSI)

• Green Energy & Sustainability

• Hospitality & Tourism

• Healthcare & Pharmaceuticals

• Information Technology & Digital Services

Thus, such diversity guarantees that students with different educational backgrounds would be able to find opportunities that align their interests and qualifications.

 3. Nationwide Accessibility

Internships were made available across all 730+ districts in India, ensuring that candidates from remote and rural areas could equally benefit from the scheme.

4. Financial and Insurance Support

The scheme has addressed economic issues while also promoting participatory purposes by offering:  

• A monthly stipend of ₹5000, to which the partner companies contribute ₹500 and the government gives ₹4500 through Direct Benefit Transfer (DBT); 

• A one-time grant of ₹6000 at the time of joining, also paid through DBT; 

• Since the premium payments for the Pradhan Mantri Suraksha Bima Yojana are paid by the government and additional accidental insurance provided by partner organizations.

5. Collaboration with Leading Corporates

The Ministry of Corporate Affairs (MCA) collaborated with 500 top companies, selected based on their Corporate Social Responsibility (CSR) contributions over the past three years. Some of the notable contributions are:

Jubilant Foodworks Limited – 14,263 internships

Maruti Suzuki India Limited – 12,444 internships

ONGC Limited – 6,020 internships

Eicher Motors Limited – 4,260 internships

Reliance Industries Limited – 5,000 internships

6. Regional Participation Highlights

Certain states demonstrated significant engagement in Phase 1:​

Uttar Pradesh: 1,234 interns

Assam: 994 interns

Bihar: 715 interns

Madhya Pradesh: 693 interns

Odisha: 467 interns​

7. Recognition of Outstanding Interns

To acknowledge exemplary performance, certificates were awarded to top interns, including:​

Saugatam Manji – Reliance Industries Pvt. Ltd.

Khushi Thakur – ITC Business Integrated Services

Pralay Ganguly – HDFC Bank Ltd.

Sauyen Dutta – NSE

Latifa Khatum – Indusland Bank Pvt. Ltd.

CII & MCA FIRST PMIS FACILITATION CENTRE

Following the successful completion of Phase 1, Phase 2 of the PM Internship Scheme was initiated in February 2025, offering skill development and real-world industry exposure.

The first PMIS Facilitation Centre was set up at Corporate Bhawan, Kolkata, leveraging the CII Model Career Centre as a hub. These pathbreaking steps served as the first-ever PMIS outreach hub, with plans to establish similar centers across 8 locations in West Bengal.

CII and MCA Organised PMIS Mela in Kolkata

CII and MCA jointly organised a PMIS Mela in Kolkata, bringing together 28+ industry organisations and 960+ participants. The event facilitated career-building opportunities, resulting in 400 new internship registrations on the same day.

Key Highlights of the Mela:

Roundtable Discussions: Engaging interactions between students, mentors, and industry experts, followed by career counselling and a detailed exchange of information about the program.

Open House Sessions: Providing candidates with a platform to address queries and gain insights into industry expectations.

Participation of Key Representatives: Esteemed officials from the Ministry of Corporate Affairs (MCA) and leading industry players attended the event.

Recognition of Outstanding Interns: Certificates are awarded to interns who successfully excelled in PMIS and demonstrated exceptional performance in their respective domains.

Summing Up