StartupTalky

Tag: upskilling

  • Challenges of Training Budgets in Times of Economic Pressures and Strategies for Overcoming Them

    This Article has been contributed by Mr. Antony Alex, Founder & CEO, Rainmaker.

    In the face of economic challenges, the imperative of investing in culture and compliance training remains paramount. Beyond legal obligations, this investment safeguards against long-term risks, including legal repercussions and reputational harm. Prioritizing these training initiatives is a strategic measure to foster a positive work environment, mitigate risks, and ensure a well-informed and compliant workforce. Ultimately, culture and compliance training act as a strategic safeguard, reinforcing integrity and resilience in the organization’s fabric during economic uncertainties. Challenges of training budgets in times of economic pressures faced by IT organisations may include but are not restricted to budget constraints, uncertain returns on investments, competing priorities and the perception of training as a cost rather than an investment.

    During economic downturns or periods of financial pressure, organizations may need to tighten their budgets, and training programs are often among the first areas to be impacted. Limited resources can make it challenging to allocate funds for training initiatives. There may be concerns about the immediate return on investment (ROI) for training programs, especially during financially challenging times. Decision-makers may be hesitant to invest in training when the outcomes and benefits are not necessarily tangible or may take time to materialize. Organizations may prioritize cost-cutting measures or focus on immediate operational needs over long-term employee development. This can result in reduced funding and attention for training initiatives. Some decision-makers may view training primarily as an expense rather than a strategic investment in human capital. This perception can lead to reduced support and funding for training programs.

    Striking a balance between financial constraints and the imperative to meet legal requirements, while fostering a positive work environment, becomes a delicate task. In this environment, training programs addressing issues like prevention of sexual harassment, anti-bribery and anti-corruption emerge as crucial components, not only to comply with legal mandates but also to fortify the ethical fabric of the organization. This necessitates a proactive and strategic approach to overcome the associated challenges. Moreover, embracing a culture of compliance through workshops creates an atmosphere of transparency and accountability.

    Overcoming resistance is crucial for instilling a culture of compliance, diversity and inclusion within an organization. In addressing both financial constraints and potential employee hesitancy, IT companies need a comprehensive strategy that not only meets legal obligations but also cultivates an environment where employees actively engage in and embrace these crucial training programs. This holistic approach ensures not only regulatory compliance, but also the development of a workforce that is aligned with ethical principles and diverse values, and one that eventually contributes to profitability. Here are some key strategies for organizations to overcome these hurdles:

    Strategic Alignment
    Data Analytics Utilization
    Mentorship Programs
    Diversified Learning Modules
    Inclusive Workshops
    Ethical Culture Cultivation
    Emphasize the Value of Upskilling and Reskilling
    Focus on cost-effective training approaches
    Seek External Funding Opportunities
    Prioritize Essential Training Needs
    Foster a Learning Culture
    Communicate the Long-Term Benefits of Training
    Explore Partnerships and Collaborations
    Measure and Optimize Training Effectiveness

    Strategic Alignment

    In the pursuit of strategic alignment, IT companies are advised to accurately align training initiatives with specific business needs and compliance mandates. This strategic approach involves directing resources toward critical areas by prioritizing compliance topics based on legal requirements and potential risks.

    Data Analytics Utilization

    IT companies are encouraged to leverage data analytics tools for the measurement of training effectiveness to combat hesitancy in investing in such programs. By analyzing metrics such as engagement, completion rates and performance improvements, informed decisions can be made to optimize training programs and maximize impact, all within the confines of budget constraints.

    Mentorship Programs

    In the domain of Mentorship Programs, IT companies are advised to implement initiatives focused on guiding employees through compliance standards. These mentorship programs aim to foster a supportive learning environment by providing personalized guidance on cultural expectations and enhancing overall employee development.

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    Diversified Learning Modules

    IT companies are recommended to utilize diverse e-learning platforms, ensuring scalable and cost-effective training solutions. Additionally, the implementation of microlearning modules, which break down content into digestible segments, caters to shorter attention spans. Furthermore, fostering internal knowledge sharing is encouraged to create a collaborative learning environment within the organization.

    Inclusive Workshops

    Designing inclusive workshops that resonate with diverse roles within the workforce is highly recommended. Striking a balance between financial limitations and the imperative for comprehensive training on legal and cultural topics is crucial. Tailoring programs addressing the prevention of sexual harassment and anti-corruption measures ensure impact and engagement, fostering a workplace environment committed to inclusivity and compliance.

    Ethical Culture Cultivation

    In the pursuit of Ethical Culture Cultivation, IT companies are urged to prioritize compliance and culture workshops as essential for fostering transparency, accountability and ethical behaviour. Proactively investing in these programs is viewed as a strategic approach for risk mitigation and enhancing the company’s reputation. Such initiatives contribute significantly to the development of a resilient and compliant organizational culture, ultimately promoting employee well-being and satisfaction, and therefore, profitability.

    Emphasize the Value of Upskilling and Reskilling

    In times of economic pressure, the need for upskilling and reskilling becomes even more critical. Showcase how training can enhance employees’ skills, increase their adaptability, and enable them to contribute effectively to the organization’s evolving needs.

    How did Upskilling Help Indians
    How did Upskilling Help Indians?

    Focus on Cost-Effective Training Approaches

    Explore cost-effective training solutions such as e-learning platforms, webinars and virtual classrooms, or leverage internal expertise for in-house training. These alternatives can be more budget-friendly while still delivering valuable learning experiences.

    Seek External Funding Opportunities

    Explore external funding sources, such as government grants, industry-specific training programs or partnerships with educational institutions. These opportunities can help supplement the training budget and provide additional resources.

    Prioritize Essential Training Needs

    Prioritize training initiatives that directly address critical skill gaps or compliance requirements. Focus on high-priority areas that have a significant impact on business operations and outcomes.

    Foster a Learning Culture

    Promote a culture of continuous learning and development within the organization. Encourage employees to take ownership of their learning and provide resources for self-directed learning, knowledge sharing and peer-to-peer training.

    Communicate the Long-Term Benefits of Training

    Communicate the long-term benefits of training to decision-makers. Emphasize how investing in employee development can lead to improved employee engagement, retention, talent attraction, and a more skilled and adaptable workforce.

    Explore Partnerships and Collaborations

    Consider collaborating with external training providers, industry associations, or other organizations to share resources and costs. Pooling resources and expertise can help overcome budget limitations and provide access to a broader range of training opportunities.

    Measure and Optimize Training Effectiveness

    Continuously evaluate the impact of training programs and make data-driven adjustments. By demonstrating the effectiveness and continuous improvement of training initiatives, you can build a stronger case for ongoing investment.

    Overall, overcoming training budget challenges requires a strategic and proactive approach. By aligning training with organizational goals, emphasizing the value of employee development, exploring cost-effective solutions and showcasing the impact of training programs, you can navigate economic pressures and secure support for training initiatives.

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  • Upskilling for Women in the Technology Sector in an Era of AI

    The article is contributed by Minal Sonawane – Software Test Solution Architect, AFour Technologies.

    As businesses build back after the disruptions of the pandemic, there is considerable interest in transforming work structures to be more robust and more dynamic than they were before. Precisely, businesses are endeavoring to build more equitable workplaces for women, who have historically been excluded from advancing as much as their male peers. As AI enters and alters business processes in myriad ways, upskilling will emerge as a crucial tool in addressing gender inequality in the tech space. Here, we briefly examine how this can come about.

    Gender Disparity in Tech

    Research consistently shows that diverse teams perform better, have higher satisfaction rates, and stay on longer. And yet, industries like manufacturing or IT remain heavily male-dominated. According to a joint study by LinkedIn and the World Economic Forum, women make up only 25% of the STEM (Science, Technology, Engineering, and Math) workforce. Moreover, only 22% of artificial intelligence (AI) professionals and 12% of machine-learning (ML) experts are women. Even if they have the same qualifications, men frequently reach executive positions faster than women in the workplace. Many companies also hesitate to help women earn senior tech positions because of preconceived notions about their skills or assumptions about marriage and family coming first for women.

    These issues were exacerbated when Covid-19 struck, and everyone was forced to stay at home. As primary caregivers, the duty of looking after children during the lockdown fell mainly on women, many of whom had to deal with burnout owing to the difficulty of balancing work commitments with family obligations. In particular, a 2021 Women@Work study by Deloitte revealed that 83% of women in tech had an increase in workload along with household duties, while only 38% felt that their organization had given them adequate support. Overall, a recent Citigroup study concluded that about 44 million people would lose their jobs due to the pandemic, of which 31 million would be women – a highly concerning disparity.

    With the advent of AI into everyday business tasks, the respective roles of humans and machines are undergoing significant shifts. Routine tasks are being delegated to software, while advanced skills like machine learning and deep learning are highly demanded. Partly because of the educational gaps between the genders (traditionally, boys are encouraged to take up science while girls are pushed towards the arts and domestic studies) and partly because of male-centric preferences at work, it is women who mostly hold the administrative, clerical and routine job positions that are now being routed to AI. Moreover, there are no clear pathways to help women transition from these routine jobs and towards more complex and lucrative ones related to tech and its applications. As a result, they either end up quitting the workforce or staying on in low-paying jobs that do not let them reach their potential.

    Upskilling as an Equalizer

    Online learning has expanded considerably since the pandemic, which means that accessing high-quality educational content and insight from experts is easier than ever. Upskilling through online courses allows employees to stay up-to-date on rapidly evolving tech trends and pick up valuable new skills from scratch. For women employees, upskilling safeguards them against redundancy and helps them become more valuable assets in terms of the ideas and creative approaches they can bring to the table. In particular, online learning allows them to pick up skills at their own pace and at affordable rates, which is a boon for women juggling household duties and/or those in less lucrative jobs. This way, they can aim for positions that men have traditionally occupied and come into their own as creative contributors.

    Upskilling, indeed, makes employees of all genders more effective and for an emerging and nuanced field like AI, one needs as many talented team members as possible. It is thus in the company’s interest to offer AI-related upskilling opportunities, from online learning pathways to live projects to shadowing opportunities with senior experts. In particular, leaders should invest in training programmes for women in tech with special technical courses and mentorship from senior women leaders. There should also be exceptional support for women compelled to take time off during the pandemic so that dedicated workers can feel like they are valued regardless of their setbacks.

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    The Way Forward

    It is still early days in the “AI-fication” of industries, and effective intervention on a company’s part can go a long way toward reversing gender disparity trends. Comprehensive upskilling opportunities and career transition pathways can help women pick up the skills they may have been traditionally denied and contribute side-by-side with male peers. Companies have already seen the efficacy of flexible work models and should invest in similarly inflexible growth models that help employees – especially women – move upwards into tech roles where talent and interest count for more than background or work history. Thoughtful efforts in this regard will help redress gender disparity and exclusion at work, not just post-pandemic but for all time.

  • Effective Ways to Reboot Your Career After a Break

    This article is contributed By Nishant Agarwal, Founder of Proctur

    Taking a break from a career can have several reasons ranging from personal to professional. Apart from working for a job and earning a salary, a person can obviously have other passions to pursue, maternity/paternity leave to take, or simply have the urge to improve oneself for a job switch. And truth be spoken, it is absolutely fine to take a break from a career. However, resuming work after a hiatus can be challenging because of various factors such as lack of relevant skill sets, inability to keep up to speed with the demands of the industry, difficulty in orienting your state of mind immediately to the working space, etc.

    As the world is witnessing the emergence of Startups, MSMEs, freelance jobs, there is actually no dearth of opportunities if one starts searching at the right place and persists on upgrading their skills. Read more to learn the effective ways to reboot your career after a break.

    Upskilling is Unavoidable
    Work on Your Soft Skills
    Create a Professional Network
    Try Your hands at Short Term Projects
    Conclusion

    Upskilling is Unavoidable

    The working environment across the globe has become a highly dynamic space, with the demand for technology related skills taking a front seat in order to stay relevant. The need to adapt to such advancements for a person who wants to restart their career is more than it was ever required. Upskilling would make a person more desirable in the eyes of a recruiter as they would be part of the workforce, which would help close the skill gap emerging within the organization. Moreover, having additional and pertinent skills in one’s quiver would not only serve as a testament of their relevance but also secure a satisfactory salary. Up-skilling would also have a massive impact on their personality and self-confidence.

    Assess the skills that have become relevant in the industry that you want to enter and accordingly begin your learning through a course or talking to a mentor. Finding people who can help you with important insights about any industry is just a touch away on LinkedIn. Having a professional guide, you through your relaunch journey can make you feel comfortable with what the job might entail and also expedite the entire process.

    The onset of Covid 19 has led to the digital transformation of every field. And that is why the most important aptitude that everyone needs to learn, irrespective of the industries they want to enter, is digital upskilling. Digital skills such as awareness about information technology, social media, web development, digital business analytics, digital design and data visualization, digital marketing, data science, etc. are the most in demand.

    Work on Your Soft Skills

    Before dwelling into why soft skills are important for restarting your career, it is imperative to understand what soft skills are. It is an umbrella term to represent various aptitudes such as adaptability, emotional intelligence, listening skills, mindfulness, motivation, teamwork, leadership skills, work ethics, etc. In a world that is becoming more and more automated, the significance of possessing appropriate soft skills cannot be stressed more.

    Possessing a proper set of soft skills can make you stand out as it will definitely help a person who does not have immediate past experience to strike a chord with the recruiter. In a fast-paced world, it is not only the technical skills that find importance but how a particular individual is to work with also matters to a large extent.

    Although technology driven machines play a major role in handling work, they cannot manifest soft skills that bind an organization together. Luminaries like Warren Buffet also consider “integrity” to be the success mantra of a long-standing organization. In a technologically advanced world, the recruiters tend to observe if the applicants are flexible enough to shift gears, manage uncertainties, adapt to the team’s needs, handle different responsibilities, etc. This is why people who are more open minded, agile, creative and flexible stand a higher likelihood of getting recruited.

    Create a Professional Network

    Having a widespread and strong professional network can work wonders for people wanting to restart their careers. Talking to working professionals can provide you with a lot of pertinent trade information; create a bond by exchange of ideas and help in reassessing your qualifications.

    Just a simple conversation with the right individual may lead to opening doors to newer opportunities or provide you with much needed professional advice which will enable you to become more competent. Talking to new people on a regular basis, will also help you get out of your comfort zone and build invaluable social skills. This will charge your self-confidence which is a must after a long hiatus.

    Observing the accounts and assessing the accreditations of people who are currently working will help you take further actions towards adding the necessary certifications and skills. It is a way to gain information about how the industry operates at the present time.

    Try Your hands at Short Term Projects

    Dabbling with short term projects and freelance jobs will give you a chance to find the skills that are required and polish them, and at the same time make money. It is basically a way to either explore new jobs or better your already existing skills. Since, someone who wants to restart their career already has some experience; therefore, getting hired for a short-term project would not be difficult as well. This is an effective way to refine one’s skills before entering a long-term opportunity and gives a major boost up to confidence.

    Conclusion

    What we have discussed above is an ideal plan of action that one must practise when deciding to make a come-back after hiatus. It is important to keep in mind that it will be a process before one gets comfortable after a break and not an overnight assimilation to the environment. Therefore, have a steady learning process and do not quit!

  • 21CC Education – Bridging the skill gap in Logistics & Transportation

    Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. The content in this post has been approved by 21CC Education

    The World Economic Forum states that half of India’s 350 million workforce requires to be reskilled! Here comes the role of 21CC Education, founded by industry veterans Sanjay Tiwari, Marloeke Werst, Ludo Tieman and Sumer Shankardass in 2019.

    21CC Education offers industry-relevant skills in the logistics and transportation space to enhance the employability of India’s workforce as well as the productivity of India’s booming logistics sector. The 21CC app allows individuals to skill, upskill and re-skill. 21CC Education has already worked with market leaders in the logistics space like DB Schenker, DHL Global Forwarding, DP World, Sarjak Container Lines and the Port of Amsterdam to serve their training and recruitment needs.

    StartupTalky interviewed Mr. Sanjay Tiwari, co-founder of 21CC Education to know the Success Story of 21CC Education. Along with it know about 21CC Education Business model, funding, founders, how it started & more.

    21CC Education – Company Highlights

    Startup Name 21CC Education
    Founders Sanjay Tiwari, Marloeke Werst, Ludo Tieman, Sumer Shankardass
    Headquarters Mumbai
    Founding Year 2019
    Sector Edtech, Logistics, Re/Upskilling

    21CC Education – About
    21CC Education – Market/Industry Details
    21CC Education – Founders and Team
    21CC Education – Ideation (How it started?)
    21CC Education – Product/Services Offered
    21CC Education – Name, Tagline and Logo
    21CC Education – Business Model and Revenue Model
    21CC Education – Startup Launch
    21CC Education – Challenges faced
    21CC Education – Funding and Investors
    21CC Education – Competitors
    21CC Education – Future Plans
    21CC Education – FAQs

    21CC Education – About

    21CC Education aims to offer industry-relevant skills in the logistics and transportation space to enhance the employability of India’s workforce as well as the productivity of India’s booming logistics sector.

    21CC Education, well-researched and intelligently designed app based skilling platform that delivers complex content in consumable, efficient modules with high retention outcomes. The app allows individuals to skill, upskill and re-skill. It is a powerful ally of the L&D and recruitment teams by bringing pre-skilled workforce in contact with hiring companies through its unique skills-match feature.

    In short, our vision and mission would be to ‘skill the world’ says Sanjay, co-founder, 21CC Education

    The smartphone disseminated technology is a scalable solution helping organizations with on-boarding , training and mass hiring to efficiently bridge the skill gaps.  

    Sanjay as he states enjoys the stress of entrepreneurship, both within and outside of a large organization. There are many learnings as the work progresses and takes a lot of creative effort to get all the noses in the same direction, while trying to figure out the core value proposition. His major interest in logistics and supply chain education led to the setting up of 21CC Education with friends in the U.S., Netherlands and India.

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    21CC Education – Market/Industry Details

    According to a McKinsey report –  Because of AI and technology, 375 million globally need to be re-skilled, and this was pre-pandemic!

    The World Economic Forum states that half of India’s 350 million workforce requires to be reskilled. India has 21 million employees in logistics and the industry is growing by more than 10% per annum. The Government is spending billions of dollars on new infrastructure, private equity and VC players are investing billions in new companies.

    In the warehousing industry alone 48,000 new positions will get added between 2020 and 2022. A new McKinsey Global Survey on future workforce needs, nearly 9 in 10 executives and managers say their organizations either face skill gaps already or expect gaps to develop within the next five years.  All of these people need to be skilled remotely, on the fly and preferably before their first day of work.

    21CC Education – Founders and Team

    21CC Education was founded in 2019 by Sanjay Tiwari, Marloeke Werst, Ludo Tieman and Sumer Shankardass. The company is headquartered in Mumbai and has an office in The Hague, The Netherlands.

    Sanjay Tiwari- Co-Founder, 21CC Education

    Sanjay Tiwari

    Sanjay has close to thirty years’ experience in trading, transportation and logistics having worked for a Dutch steel trading and warehousing company in Singapore and Malaysia, for KLM Cargo in The Netherlands and the U.S. and for Maersk in India.

    Marloeke Werst

    Marloeke has a product management background at L’Oréal and Air France KLM Cargo, followed by a consulting and training career. Marloeke was hired to work at KLM Cargo by Sanjay when they were building up a new air cargo security product in 2002. Her subsequent background in consulting, training and change management was a great help when they re-connected in 2013. Marloeke has deep connects with the Dutch government and industry bodies.

    Sumer Shankardass

    Sumer was part of the team that took WNS to the NYSE and has extensive BPO experience, as well as experience as a strategic advisor to startups. Sumer and Sanjay know each other from their days in Chicago in 2007 and coincidentally both moved back to India in 2010 with their families. As the co-promoter of 21CC Education, he helps the company to secure the large corporate contracts, leveraging his network and advising on fund raising.

    Ludo Tieman

    Ludo comes from a family of entrepreneurs in The Netherlands. He ran his own company in The Netherlands in the DIY space and then worked with two startups in Thailand. He heads technology development for 21CC. Ludo and Sanjay both went to the University of Groningen in The Netherlands many many many years ago and have backpacked through India together in the late 1980s. Ludo leads on the technology development and also helped conceptualize the UI / UX of the 21CC App.

    The core team of 16 people is split over India and The Netherlands in addition to contracted writers, programmers, illustrators etc.

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    21CC Education – Ideation (How it started?)

    The inspiration came from the fact that Sanjay has extensively worked in the transportation and logistics industry across Northern Europe, South East Asia, South America, United States and India for more than 30 years now. Having experience on the front lines coupled with practical understanding of the pitfalls in the sector and a steady willingness to overcome the barriers led to creating 21CC Education

    Logistics works with an approximate 15% margin of error that seems to have been become acceptable; but this would not be the norm in any other sector. Therefore, the idea behind 21CC education was a win-win for both business and people- reduce error, and most importantly skilling the workforce.

    21CC Education was founded in January 2019 in response to the changing face of logistics and transportation. The accelerated growth track of the sector was facing disruptions owing to lack of skills. Issues like unorganized logistics and packaging operations as well as a lack of administrative capabilities continue to hold the sector back. As logistics gains increasing significance, entering an era of unprecedented change, they recognized the urgent need for scalable and sustainable skill development solutions that could significantly help re-engineer the Indian logistics sector.

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    21CC Education – Product/Services Offered

    21CC Education was founded to respond to this urgent call for individuals and organizations alike by simplifying learning through gamification and reskilling through its unique mobile and web application. This first of its kind application aims to significantly bridge the recruitment-skilling gap by creating enhanced learning and skilling experience for operationally intensive industries.

    The company creates a steady and large funnel of aptly skilled resources for organisations and maps opportunities for reskilling and upskilling for individuals and blue-collared job seeker to increasing their earning potential and enable them to build lucrative careers.

    21CC Education’s holistic mobile platform is backed by an experienced team across Netherlands and Mumbai. Its library offers industry-relevant, engaging and adaptive learning content with more than 110 e-learning modules, over 50 courses and 8 interactive games, all focused on logistics and transportation sectors.

    The 21CC App is built on a technology stack of developed on a technology stack consisting of HTML CSS, Angular, Groovy Grails, JavaScript and jQuery, and supported by a strong LMS.

    21CC education makes the complex clear by delivering learning and skill-building modules in both online and mobile formats, based on a vast and continuously growing library of industry-validated content in an accessible and fun manner using illustrations, practical examples, humor and gamification.

    21CC Education already works with market leaders such as DBSchenker and DHL to serve their training and recruitment needs and as such is geared to help large enterprises connect with the vast resource requirements while ensuring the talent pool is rightly skilled and  aware of the space thereby, eliminating the time required in the training of the employees.

    Its training content is also finding favor with organizations wanting to create social impact through their CSR initiatives. Aligning CSR projects with skill building drives, 21CC Education is partnering with several leading organizations to help build capability and employability through the immersive and vernacular content.

    Additionally, through a recent partnership with the NSDC’s eskillindia.org portal—which is an online learning hub, with more than 800 courses in over 20 sectors— 21CC Education will be offering its App based content to help bridge India’s skill deficit in the logistics and transport sector. The new association with the NSDC, will help build a skilled talent pool in India, ensuring a robust workforce that has the opportunity to be gainfully employed and be contributively aligned with the nation’s growth agenda.

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    The name came up many years ago quite charmingly on the streets of Chicago while Sanjay was walking his dog, Rustom. It was then that someone spoke to him about ‘21st Century Cargo’. Since then, ‘21CC’ stuck with Sanjay and he thanks Rustom or the kind stranger for the tag line!

    21CC Education Logo

    “As for the logo, although it was an evening’s worth of work for Dutch designer, Marlies Bloemendaal based in Mumbai, she did a great job in terms of design, colors and messaging” added Sanjay

    21CC Education – Business Model and Revenue Model

    21CC Education’s business model is both B2B and B2C. 21CC Education’s library offers industry-relevant, engaging and adaptive learning content with more than 110 e-learning modules, over 50 courses and 8 interactive games, all focused on logistics and transportation sectors.

    As stated by Sanjay Tiwari, 21CC Education’s revenue model is –

    • Employers pay for candidates that have come to them via the 21CC App
    • Employers pay a fixed monthly amount for ongoing employee training
    • Employees will pay in future for their ongoing education and job placement

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    21CC Education – Startup Launch

    21CC Education has been B2B from day one so getting those large corporate customers on board took its own effort. The first 100 B2C customers have come about via its listing on NSDC’s eskillindia.org platform as well as its partnership with portall.in

    “The partnerships with the likes of NSDC and Portall.in in India and Dubai Trade in the UAE are very important from an outreach point of view” says Sanjay

    21CC Education – Challenges faced

    Creating awareness of its offering was one of the major challenge faced by the team at 21CC Education.

    “It’s a challenge to create large-scale awareness of opportunities in logistics and make people aware of it. It feels a bit like promoting the BPO industry or IT industry in the 1980s and 1990s, as people aren’t yet fully aware of logistics. So getting college students to download our content is still a struggle, once they do they apparently love it” expressed Sanjay Tiwari, co-founder, 21CC Education

    21CC Education – Funding and Investors

    21CC Education has raised 1.1 Million Euros in a seed round led by a Dutch Angel Investor in March 2020.

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    21CC Education – Competitors

    Aapna is considered to be the top competitor of 21CC Education in this industry.

    21CC Education – Future Plans

    21CC Education aims to be the world’s premier skilling app for entry level employees in logistics

    21CC Education – FAQs

    Who are the founders of 21CC Education?

    21CC Education was founded in 2019 by Sanjay Tiwari, Marloeke Werst, Ludo Tieman and Sumer Shankardass.

    What is 21CC Education?

    21CC Education offers industry-relevant skills in the logistics and transportation space to enhance the employability of India’s workforce as well as the productivity of India’s booming logistics sector.

    How much funding has 21CC Education raised?

    21CC Education has raised 1.1 Million Euros in a seed round led by a Dutch Angel Investor in March 2020.