Editorial

Exclusive Interview! Mr. Abhijit Chatterjee Shares His Experiences As Training Partner in Tourism and Hospitality Sector

While interacting with Skill Reporter Team, Mr. Abhijit Chaterjee, Training Partner in Tourism and Hospitality Skill Sector and Founder and Chairman, Ascensive Group of Companies, shared valuable insights from his journey in the skilling ecosystem, highlighting his experiences, challenges, and perspectives on the evolving landscape of the tourism and hospitality sector during the interview.

What inspired your organisation to start working in the tourism industry, and how has the journey evolved over time?

Our entry into the tourism and hospitality sector was driven by the recognition that skill development in this field has the potential to significantly impact livelihoods, especially for youth and women. Since our establishment in 2012, we identified the sector as both a major contributor to the national economy and a growing source of employment.

We formally began our work in this space in 2015 by becoming an affiliated training partner with the Tourism & Hospitality Skill Council (THSC). This allowed us to align our efforts with broader national priorities and meet industry expectations for a trained and service-oriented workforce.

Over time, we expanded our scope of training from foundational courses to include a wider range of job roles relevant to the sector. These include Food & Beverage Service, Housekeeping, Tour Guiding, and Street Food Vending, among others. We have trained a significant number of individuals across India, focusing on job-readiness and practical skills.

A key initiative in this journey was setting up a training centre in Shillong, Meghalaya, in collaboration with THSC. This centre supports region-specific employment needs and has helped prepare individuals for careers in recognized hospitality establishments.

Looking ahead, we are working to align training with global standards, with plans for an International Skilling Centre focused on overseas placements. This includes components like international certifications, language training, and cultural orientation. We also plan to integrate more technology-driven methods like AR/VR simulations and blended learning models. Additionally, there is an increased focus on eco-tourism and sustainable travel practices to match the sector’s shift toward environmentally conscious operations.

What role do sector skill councils, such as THSC, play in helping you standardise curriculum, assessments, and certification?

Sector Skill Councils such as THSC play a crucial role in ensuring quality and standardization in vocational training. Their development of National Occupational Standards (NOS) and Qualification Packs (QPs) provides a consistent framework for curriculum development across job roles.

This alignment ensures that the skills imparted meet industry expectations and enable mobility across states and job markets. Assessments conducted independently through THSC-certified assessors provide validation of learning outcomes and ensure objectivity in certification.

Additionally, the council regularly updates training content, introduces emerging job roles, and facilitates capacity building for trainers, helping training partners maintain relevance and quality.

What kind of support or collaboration from the industry do you believe is essential to enhance placement outcomes for your candidates?

Industry engagement is key to achieving successful placement outcomes. There are several areas where collaboration can make a tangible difference:

  1. Curriculum Input: Industry feedback ensures training content remains updated and aligned with current expectations and technology.
  2. Recruit-Train-Deploy (RTD) Participation: Involving employers early in the training process creates stronger pathways to employment.
  3. Internships and Apprenticeships: On-the-job training opportunities provide candidates with real-world exposure and help improve adaptability and performance.
  4. Inclusive Hiring: Supporting the employment of candidates from underserved areas enhances both business and social outcomes.
  5. Ongoing Partnerships: Continuous engagement from employers in reviewing training outcomes, offering feedback, and participating in alumni tracking helps build a responsive skilling ecosystem.

How do you maintain quality in delivery, especially in areas like soft skills, grooming, and customer-centricity, which are crucial in this area?

Maintaining quality in training delivery, especially in soft skills and service-oriented behaviours, is central to our approach. We apply a variety of methods:

  1. Integrated Learning: Soft skills such as communication and workplace etiquette are built into technical training through practical exercises and role-plays.
  2. Qualified Trainers: Trainers are certified and receive periodic refreshers to stay updated with both industry trends and effective teaching methods.
  3. Simulated Environments: Training centres are equipped with setups that mirror real hospitality settings to provide hands-on practice.
  4. Monitoring Mechanisms: Regular assessments, session reviews, and feedback collection help ensure quality and facilitate continuous improvement.
  5. Mentoring and Support: Emphasis is placed on personal development and confidence-building to help trainees transition smoothly into the workforce.

What role do soft skills and digital skills play in your training programs?

Soft skills and digital literacy are essential components of training in the tourism and hospitality sector. Both are integrated throughout the training lifecycle:

  1. Soft Skills: Communication, teamwork, problem-solving, and service attitude are developed through group work, simulations, and case studies, preparing candidates for guest-facing roles.
  2. Digital Skills: As the sector increasingly adopts technology, we ensure trainees are comfortable with basic digital tools, booking systems, POS software, and mobile hospitality apps.
  3. Blended Learning: Candidates are also supported to navigate digital assessments, job application platforms, and virtual interviews.

By embedding these competencies, we prepare learners not just for immediate jobs but for long-term growth and adaptability in a dynamic industry landscape.

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