| With the policy of liberalization in the field of higher | | | | problemso Developing sense of belongingness for the |
| technical education all over the world in general and in | | | | organization |
| India in particular there has been mushroom growth of | | | | Scope of FDI |
| private technical institutions which has been widely | | | | FDI focus is on development of faculty for achieving |
| welcomed. The ever rising demand of technical | | | | excellence in teaching learning process. It is proposed |
| manpower has adequately been met by these | | | | as a short term skill up-gradation programs for those |
| institutions. But the scenario does not look all that bright. | | | | who have made a choice of teaching as a career at |
| Shortage of competent teaching staff, both in terms of | | | | Institutes imparting Higher Technical Education. The |
| quality and quantity, has begun to cast its shadow on | | | | institutes should form a core team of the competent |
| the quality of instructions imparted at these institutions. | | | | teachers, which can be supplemented with persons of |
| This problem looks grimmer especially with the intake | | | | imminence from industry, to carryout these courses fro |
| of engineering students posed to grow threefold in five | | | | the newly recruited faculty. |
| years. By 2012, annual engineering intake is projected | | | | Focus Areas of FTP |
| to grow 300% with corresponding increase in | | | | FTP is recommended to concentrate on following |
| requirement of competent faculty. As a result of huge | | | | aspects of teaching learning process. |
| spurt in demand of faculty engineering colleges all over | | | | 1. Effective use of training aids |
| world are projected to face acute shortage of quality | | | | 2. Motivating Students |
| faculty. | | | | 3. Innovations in technical teaching |
| The main reasons as to why engineering education | | | | 4. How to conduct lab sessions |
| world over has not been able to attract quality | | | | 5. How to conduct tutorials |
| manpower can be summarized as follows:-o The | | | | 6. Preparing lecture notes |
| Technical education globally is experiencing an | | | | 7. Tackling mischievous students |
| unprecedented demand outstripping the supply of good | | | | 8. Preparing web Notes |
| faculty members.o The quality institutes offering | | | | 9. Imposing and maintaining discipline in class |
| masters and doctoral programs are limited and | | | | 10. Need for going beyond curriculum |
| produce only a fraction of what this sector requires.o | | | | 11. Tackling gaps in syllabus |
| There is a huge demand for the industry for well | | | | 12. Communication skills |
| qualified engineers, which is considered better option by | | | | 13. How to write in examinations |
| students passing out from these institutions.o Teaching | | | | 14. Improving concentration |
| as career is considered a last option since it is not as | | | | 15. Time management |
| rewarding financially as industry.o Teaching is | | | | 16. Body language |
| considered less challenging than professional career.o | | | | 17. Need for documentation |
| Teaching also associate with lower social status. | | | | 18. Procrastination |
| In the teaching-learning process three aspects are | | | | 19. Proactive approach |
| very important. These are: | | | | 20. ISO certification |
| 1. Assimilation of Knowledge by faculty (Depth of | | | | 21. Student's assessment |
| knowledge) | | | | 22. Conducting seminar and presentations |
| 2. Transmission of Knowledge to next generation | | | | 23. How to take timely and effective Feedback |
| (Teaching) | | | | 24. Industrial visits |
| 3. Ascertaining learning by students. | | | | 25. Summer training |
| The huge paucity of quality manpower in academics is | | | | 26. Paradigm shift from teaching to learning |
| resulting in recruitment of recently passed out | | | | 27. Value added classes |
| engineering students without any prior experience as | | | | 28. Designing Tutorial sheets |
| faculty members. More often than not these colleges | | | | 29. What we can do for assisting in final placement |
| put fresh graduates straightway on the job of | | | | 30. Personality development |
| teaching. They have little or no experience in handling | | | | 31. Mentoring |
| the teaching process nor college have enough number | | | | 32. Role of Project guides |
| of senior teachers to guide them resulting into the poor | | | | 33. Inculcating self discipline |
| quality of teaching. | | | | 34. Standard procedures followed in the Institute and |
| The author, having rich in experience of working in a | | | | documentation |
| distinguished institution for over a decade, has | | | | 35. Code of conduct for teachers |
| visualized this growing problem and have come with | | | | 36. Institute vision, mission, objectives, rules and policies |
| an innovative solution to develop a Faculty Training | | | | 37. Motivating of acquiring Higher education |
| Initiative designed to groom the newly recruited faculty, | | | | 38. Leading from front |
| utilizing its rich human resource of senior faculty which | | | | 39. Lab development |
| consists of professors from the top Institutions like IITs | | | | 40. Goal fixation for the semester |
| and NITs, Scientists from research institutions and | | | | Conduct |
| laboratories and professionals from industry. The main | | | | The training should preferably be conducted after the |
| objectives of using such resources are to develop | | | | vacation period in summer and during winter vacation. |
| new ideas and make innovations in teaching-learning | | | | Senior faculty from each department of the rank of |
| process. The expertise of the Sr. professors and | | | | Associate Professor and above can be assigned one |
| ex-corporate professionals can be clubbed to | | | | two topic each for preparation 15 days prior to |
| transform the learning process from knowing of | | | | commencement of training. The detailed time table can |
| subject to understanding the subject. The Institute will | | | | be prepared by the institute FDI coordinator in |
| conduct biannual 15 days programs for newly recruited | | | | consultation with the Principal and HODs. The |
| faculty keeping following objective in mind. | | | | proposed standing draft time table is as per appendix |
| Objectives | | | | 'A' attached. |
| Development of following skills in newly recruited | | | | As a token of appreciation of the hard work done by |
| faculty:o Teaching learning methodologyo Teaching | | | | the Faculty conducting training and in order to motivate |
| content developmento Development of requisite | | | | them further, each faculty member conducting classes |
| Communication skillso Development of effective and | | | | can be given some rewards which can be cash |
| progressive teaching plano Effective time | | | | incentive, certificates of achievement or may be in the |
| managemento Leadership and motivation to excel in | | | | form of books worth certain amount decided by the |
| teachingo Application of knowledge to real life | | | | institution. |