In an exclusive interaction with APAC Media and CXO Media, Anuradha Zingade, CHRO, Metal Power Analytical explains how the evolving landscape of metal testing and manufacturing is steadily becoming pivotal in identifying skill deficiencies and implementing targeted training programs to address them. By fostering partnerships with educational institutions and embracing continuous learning, HR ensures the workforce remains adept with advancing technologies.
How big is India’s manufacturing sector expected to grow in the upcoming years, and what is helping it grow?
According to Mordor Intelligence, the Indian manufacturing market is projected to reach $338.57 billion by 2025 and grow at a Compound Annual Growth Rate (CAGR) of 9.11 per cent, reaching $523.56 billion by 2030.
We are witnessing India’s manufacturing sector entering a phase of rapid transformation— much of which is being driven by a combination of government initiatives—such as Make in India, the PLI (Production Linked Incentive) schemes, and infrastructure enhancements under Gati Shakti—as well as strong domestic demand and global shifts in supply chains. India is aggressively expanding its defence exports, aiming to double arms exports to $ 6 billion by 2029, up from around $3.5 billion and is also the world’s second-largest mobile phone producer, with electronics production reaching $115 billion in 2024. The National Manufacturing Mission is another key intervention – expected to facilitate employment for 22 lakh persons, generate turnover of Rs. 4 lakh crore and exports of over Rs. 1.1 lakh crore. Such initiatives are critical in making India a global manufacturing hub and laying the foundation for long-term, self-sustaining industrial growth.
To support further growth, the integration of advanced technologies like automation, AI, and materials innovation, are also reshaping traditional manufacturing norms. In fact, according to NASSCOM, digital technologies are set to make up 40 per cent of total manufacturing spend in India by 2025, up from 20 per cent in 2021. This shift is transforming every stage of the production process—from sourcing raw materials to delivering finished goods. By boosting efficiency and reducing unexpected downtime, these innovations are driving significant gains.
What talent challenges is India’s manufacturing sector facing, and how will the skill gap affect its growth?
One of the primary hurdles is the skills gap in the workforce, which threatens to hamper the sector’s growth and competitiveness. According to McKinsey, India could face a potential skill gap of 90 million by 2030, particularly in specialised technical roles such as engineering, machine operations, and accurate metallurgy—roles that are critical to advanced manufacturing processes. A Teamlease report highlights that India is staring at a 30–32 million skills gap by FY25, primarily in high-growth industries like automotive, electronics, and pharma. The core challenge, we believe, lies in the gap between the skills required by the industry and the abilities possessed by the available workforce. Many manufacturing roles demand advanced technical expertise that is currently lacking in the talent pool. Moreover, there is a shortage of qualified individuals for specialised roles, which results in delays in production and slows down innovation across the sector.
There also remains a significant disconnect between academic institutions and industry requirements. Graduates often enter the workforce without hands-on training, resulting in a mismatch between qualifications and actual job demands.
The impact of this skills gap is multifaceted:
- Reduced productivity and efficiency on the shop floor.
- Increased operational costs due to additional training or reliance on high-cost skilled labour.
- Delayed project timelines and inability to scale new manufacturing initiatives.
- Missed opportunities in high-potential segments like electronics, renewable energy, and defence manufacturing.
The Indian government has recognised this gap and launched several initiatives, such as the Skill India Mission and Production-Linked Incentive (PLI) schemes, aimed at incentivising skill development and improving industry readiness. However, the pace of change must accelerate, with stronger collaboration between industry, academia, and the public sector to build a future-ready workforce.
Bridging this gap is not just an operational necessity—it is critical to ensuring that India realises its ambition of becoming a global manufacturing hub.
For an accuracy-driven sector like ours, this shortfall directly impacts both quality and innovation, signalling the need for focus towards apprenticeship programs, industry-integrated skilling, and digital learning models that align education with real on-ground needs. We are already working towards bridging this gap by focusing on cultivating a skilled workforce internally, ensuring our teams are equipped to meet the demands of the modern manufacturing landscape. We are also investing heavily in training to build workforce capabilities that are both future-ready and field-tested. This talent focus will be central to ensuring sustainable manufacturing growth over the next few years.
How is the manufacturing workforce evolving in terms of tech-aligned hiring, reskilling needs, and contractual roles for tech consultants?
When it comes to recruitment, the manufacturing industry is going through a major transformation. Companies are increasingly finding it harder to fill roles that require digital expertise. But what’s interesting is how job descriptions themselves are changing. There’s a growing need for hybrid roles—positions that bring together hands-on mechanical know-how with software development skills. It’s not just about building or fixing machines anymore; it’s about understanding how those machines are also driven by code and data.
As a result of this shift, reskilling has become more than just a “feel-good initiative” to a necessity. Automation is changing how things get made, and many workers are finding that the skills they’ve relied on for years need an upgrade. In response, manufacturers are putting serious money into training programs, especially those focused on digital capabilities. Parallely, companies are also bringing in outside help. Contractual tech consultants are being hired more than ever to fill immediate knowledge gaps, especially when it comes to implementing new technologies. These aren’t short-term fixes either—consulting agreements are getting longer and more involved, often covering the rollout of entire systems or platforms.
Looking ahead, the industry faces a big challenge: a widening skills gap and a workforce that’s steadily aging. If manufacturers don’t act fast—with smarter hiring, better training, and strategic partnerships—they could be facing millions of unfilled jobs in the coming years. The companies that will thrive are the ones thinking long-term about talent, not just tech.
What are the important skills required for professionals working in metal analysis, and why is it essential for ensuring accuracy in testing and quality control?
Working in metal analysis goes beyond running tests in a lab—it’s about understanding the science and engineering behind every result. For professionals in this field, the role often needs blending elements of electronics engineering, manufacturing, and material science, especially when it involves using or even building high-accuracy tools like optical spectrometers. These instruments don’t function in isolation – One needs to have a deep understanding of how these systems function together to deliver precise readings.
So in our industry, accuracy plays a key role. Something as small as a lapse in sample preparation can introduce contamination and throw off the entire analysis.
Metal analysis also often involves reading subtle variations in spectral data or chemical composition that require a sharp analytical mindset. Professionals must be able to identify patterns, detect anomalies, and make data-driven decisions that affect everything from product safety to regulatory compliance. For example, one of our products offers up to 99.998 per cent+ metal purity analysis, detecting over 60 elements down to 1 ppm and even lower across different ferrous and non-ferrous applications. These instruments can also accurately analyse critical gaseous elements like hydrogen, oxygen, and nitrogen at low and single ppm levels. In industries where metal analysis plays a critical role, even the smallest deviations can lead to serious consequences, from equipment failure to safety risks and compliance violations. When you’re working at the scale of parts per million, there’s no room for error. Every reading, every adjustment, and every step in the process has to be exact, because in our field, what might seem like a tiny error can have an outsized impact.
How does the lack of formal training affect India’s workforce, especially with projects like ‘Make in India’?
The limited formal training in India’s workforce poses a major challenge in fully realising the potential. Currently, just 10 per cent of India’s workforce receives the necessary formal training to meet skill demands. However, out of the actual industrial training demand for 22 million workers, only 4.3 million are receiving formal training.
While the ‘Make in India’ initiative is expected to create new job opportunities, it will also increase the demand for skilled labour. Research has consistently highlighted a significant skill gap in India, which must be addressed for the initiative’s success. To make ‘Make in India’ successful, implementing robust skill development programs is crucial. These programs should focus on reskilling and upskilling the workforce, enhancing vocational training, and aligning educational curricula with the needs of the manufacturing sector.
By bridging the skills gap, India can ensure a more skilled workforce, boost productivity, and support the sustained growth of its manufacturing sector under the ‘Make in India’ initiative.
How is the Union Budget 2024–25 addressing employment and skill development?
The Union Budget 2024–25 has taken a bold and structured approach to employment and skill development. For the first time, the budget features a dedicated section titled “Nari Shakti, Youth and Annadata,” reflecting the government’s focused intent on empowering the youth through tangible employment opportunities.
A standout announcement is the launch of the Prime Minister package – a comprehensive package comprising five major schemes aimed at enhancing skilling and employment outcomes. This initiative is projected to benefit 4.1 crore youth over the next five years, with a substantial financial commitment of Rs 2 lakh crore.
What’s significant here is the integrated view the government has taken—linking skill development directly with job creation. By investing in structured, large-scale programs with measurable impact, the budget sets the stage for a workforce that’s not only employable but also industry-ready. It’s a crucial move to support sectors like manufacturing, engineering, and services, which are poised for rapid growth in the coming years.
How can current workers be reskilled to meet the demands of advanced manufacturing technologies like Industry 4.0?
To meet the demands of advanced manufacturing technologies brought in by Industry 4.0, reskilling the current workforce is essential. This industry is evolving and redefining how manufacturing operates, with smart factories, automation, and AI-driven processes becoming increasingly prevalent.
Undoubtedly, India’s workforce is also increasingly capable of meeting modern demands. In fact, according to the India Skills Report by Wheebox, over 50 per cent of Indian graduates are now deemed employable, a significant improvement from 33 per cent a decade ago. This 17 per cent rise reflects a growing national commitment to building a future-ready talent pool. Moreover, India’s strategic focus on emerging technologies such as artificial intelligence, cloud computing, and automation is transforming traditional job roles and unlocking new opportunities across industries.
However, to fully harness this potential, a culture of continuous learning is critical. Organisations must introduce reskilling and upskilling into their long-term business strategies, ensuring that training is accessible, affordable, and ongoing. Practical, hands-on learning through apprenticeships, mentorships, and digital platforms can also play a key role in this transformation. On the policy front, the Indian government has taken significant steps to support this shift through initiatives like Skill India, Pradhan Mantri Kaushal Vikas Yojana (PMKVY), and Digital India, which aim to equip millions with industry-relevant skills. Additionally, programs like Samarth Udyog Bharat 4.0 are specifically focused on promoting smart manufacturing and technology integration within the industrial sector. Together, these public and private efforts are building a robust ecosystem to prepare India’s workforce not just to adapt to Industry 4.0 and lead it.
