Manthan Topic: Boosting Skill sets ‘ENHANCING EMPLOYABILITY OF YOUTH’

SKILLS SHORTAGE Solution plan for improving highly skilled , skilled and marginally skilled workforce

TEAM DETAILS:

SUCHIT SHARMA pursuing B.Tech. MINERAL Engg. KUNAL SHARMA pursuing B.Tech. PETROLEUM Engg. SHUBHAM PACHAURI pursuing B.Tech PETROLEUM Engg. HIMESH PATEL pursuing B.Tech. MINERAL Engg. PRANJAL AGRAWAL pursuing B.Tech MINING Engg .

Work force in India – under skilled at roots

labour distribution

Formal/Skilled

Informal/Marginal

Unemployed

GDP contribution

Formal/Skilled

Informal/Marginal

Unemployed

Disconcerting problems and nature of Indian workforce… Indian higher learning institutes are churning out graduates that lack industry viable skills. Even the highest ranking colleges fail to boast 100% recruitment due to vital gaps in curriculum. Even with 400+ million strong workforce, the GDP of country is not exceptionally high. This is because Indian workforce is majorly informal in nature with productivity extremely low. Skilled workforce though small in number contributes to as much as 60% of GDP. India economy is highly progressive one which needs enormous skilled labor. Right from big MNCs to self sustained businesses industry oriented labor is needed. Sadly Indian workforce generation is not synced to targeted industry.

CREATING HIGHLY SKILLED WORKFORCE - A NEW APPROACH

• LACK OF EXPOSURE-A THIRD LEARNERS IN INDIA HAVE NO

CONTACTWITH THEIR EMPLOYERS DURING STUDIES. •RIGID EXAM ASSESSMENT - RESULTS IN UNDERDEVELOPED TRADE

VIABLE SOFT SKILLS.

•REDUNDANT CURRICULUM – MOSTLY OUT OF SYNC WITH PRESENT INDUSTRY STANDARDS, LEARNERS EXPECT TO DEVELOP PORTABLE QUALIITIES AT WORK THAN AT STUDIES.

FLAWS OF THE PRESENT SYSTEM

•A NEW HIGHER EDUCATION SYSTEM WITH STRESS ON IMPROVED INTERACTION BETWEEN EMPLOYERS AND STUDENTS.

•ORGANIZING THE COURSE IN TWO PARTS – DISCIPLINE SPECIFIC (CONTROLLED BY EMPLOYER COMPANY) REGULAR COURSE (CONTROLLED BY COLLEGE ADMIN)

•DISCIPLINE SPECIFIC- FOCUS ON INDUSTRY TRAINING , BY FIELD VISITS ,CASE STUDIES,EQUIPMENT FAMILIARISATION ETC OR RESEARCH SUBJECTS UNDER COLLEGE ADMIN

•REGULAR COURSE – BASIC ESSENTIALS OF A NORMAL ENGINEERING PROGRAMS.

PROPOSED SOLUTION

• COLLEGE ADMINSITRATION

• RECRUITER COMPANIES/ASSOCIATION. STAKEHOLDERS

COURSE STRUCTURE

•

ENTRANCE EXAM-RESULT

DECIDE BRANCH ALLOTTED

1ST YEAR- BASICS OF THE BRANCH UNDER COLLEGE ADMIN

2ND YEAR – BRANCH SPECIALIZATION ALLOTTED ,

PROJECT WORK

(MAX TWO MEMBERS)

3RD YEAR– REGULAR COURSE COMMON TO ALL STUDENTS OF ONE

BRANCH, DISCIPLINE SPECIFIC COURSE FOR RESEARCH STUDENTS

UNDER COLLEGE ADMIN

4TH YEAR-TECHNICAL PROJECTS, TRAININGS , INTERNS TO BE

ASSISTED BY COLLEGE ADMIN

FINAL YR CAMPUS PLACEMENTS .

1.STUDENTS APPLY FOR A MAXIMUM OF 3 COURSES IN DESIRED PREFERENCE

ORDER 2. COURSE ALLOTED ON THE

BASIS OF FIRST YR PERFORMANCE.

1.STUDENTS APPY FOR DISCIPLINE SPECIFIC COURSE UNDER INDUSTRY INDUCTION PROGRAMME(WHERE

COMPANIES SELECT STUDENTS THROUGH THEIR OWN CRITERION).

2.STUDENTS CAN APPLY IN 3 PHASES(7 DAYS EACH) DURING THE 5TH SEM WITH EACH STUDENT APPLYING FOR NOT MORE THAN 2 COMPANIES IN THE ENTIRE PROCESS.

1.STUDENTS INTERESTED IN RESEARCH WORK APPLY FOR THE SAME UNDER

ADMIN AT THE START OF THE ACADEMIC YR ITSELF.

2.UNROLLED STUDENTS AT THE END OF SELECTION FOR IIP APPLY FOR

RESEARCH STUDY UNDER ADMIN IMMEDIATELY AFTER THE 3RD PHASE

ORGANIZATION FLOW CHART

Companies submits course details and fee structure to IIP cell of central commission

Central commission

approves non-profit nature

of course

Approved companies submit MOU of

minimum recruitment and

batch strength along with infrastructure

requirements to the college admin.

College approves of discipline

specific course ,grants

infrastructure as per need.

Companies set up their IIP cell in the college as agreed

upon and students are inducted.

Companies involved in IIP first evaluate and select their own students

and then participate in

placement procedure.

Enrolled students cannot change course and remain under the same company for the

entire year.

INFRASTRUCTURE

REQUIRED

GOVERNMENT

Setting up of IIP cell In each of the central commissions to

which the colleges are affiliated

EMPLOYER

Set up their own IIP cell in the college comprising of appropriate trainers and

administrators.

COLLEGE ADMIN

IIP cell headed and monitored by IIP in-charge

IIP centre where companies are provided workspace as per

requirement

ORGANIZING SKILLED WORKFORCE • No system in place for the skilled workforce to get employed

effectively and productively.

• The employers of this field face problems in employing the right individuals hence reducing the efficiency of the entire system.

PRESENT SCENARIO

• Creating a centralised system for each state where the information of both the employer and the employees are stored simultaneously and are sorted accordingly

CONCEPT OF CHANGE

• Employers of the skilled workforce.

• The employees of this sector STAKEHOLDERS

ADVANTAGEOF THE SYSTEM

FINDS THE RIGHT PERSON FOR THE JOB AND MAKES

RECRUITMENT HASSELFREE

THE ENTIRE SKLLED SECTOR

BECOMES MORE ORGANIZED

EASY TO FIND THE RIGHT JOB

AND GETS EMPLOYED AS PER HIS/HER

SKILL

WORKING SCHEME

STEP

1

• Firstly the registration begins with providing the details including name, place , age (proof),academic qualifications ,contact details etc.

• Then these details have to be verified by uploading scanned copies of certificates regarding the above mentioned

STEP

2

• After completion of step 1 and after the verification of all the data the user puts in his/her fields of interest as per a wide list of choices

STEP

3

• The users get notifications of job openings sorted as per their qualification,their field of preference , place, age /gender requirements (if any) . Etc.

STEP

1

• Registration procedure comprising of providing details regarding the proof of employing capability place, number and frequency of recruitment.etc.

• Providing proper scanned copies of the documents for verification.

STEP

2

• The employer fills in their job offerings and the requirements for the job accordingly as and when the need be and uploads the same on the portal

STEP

3

• All the applicants will apply for the jobs and the applications in proper format will be uploaded and notified to the employer so that they can sort out appropriately .

GOVERNMENT PORTAL EMPLOYEE EMPLOYER

While this government portal offers same service as certain websites it stands out because of better accountability on the part of both employee and employer and also

ensures better safety of employees from spams.

ORGANIZATION PLAN 1.Dedicated servers are set up in each state where all the data pertaining to that state is stored 2.Each state is interconnected to a central hub wherein data can be exchanged between states if required. 3.Each data centre contains 20 maintenance workers (IT and computer science engineers) and three supervising officers. 4.One Central Office for monitoring the entire operation comprising of one national in-charge and 10 zonal in-charges to which the state supervisors report.

FINANCIAL INPUT REQUIRED

ORGANIZATION COST

State Supervisors (3*(29+8)*5 lakh pa) Maintenance staff (20*(29+8)*3.5 lakh pa)

Zonal in-charges(10 * 8 lakh pa) One central in-charge (1 * 12 lakh pa)

TECHNOLOGICAL COST

IT hardware

IT software

Communication cost

25 cr pa

35cr pa

+

TOTAL COST = 60 cr pa

ANALYZING THE PLAN

CONS PROS

This system does not require any substantial financial input with the only infrastructure required would be provided by the college to the companies

participating.

Employment office(block & district), makes

database of available human resource, rented or

government infrastructure.

Survey cell, keeps track of job opportunities on

block, district level

Government portal , arranges infrastructure as per course trainer demand

, enrolls trainees, pays trainers on daily, weekly, monthly basis, collects

feedback from trainees.

Training centers offering purely

vocational and real hand training .

Very short duration Skill development

campaigns

Employment awareness drives

Self employment creation drives

Ex-workers, ex-executives, trainers, workers apply to portal through internet or regional office. Selection criteria is purely work experience and devotion to work. Contract of selected trainer is renewed on trainee feedback.

GOVERNMENT

Finance department, pays tuition fees,

rents etc

Survey team, records employment scenario

,good work and demands

Employment office, enrolls trainee on basis of family status,

previous history of work & education. Selects trainers.

Portal maintenance team, upkeeps

records

Tourism , handicrafts, paperwork , shoe-making , scientific farming ,weaving etc

Plan to prepare skilled labor at regional level

PORTAL SETUP

•PORTAL MAINTENANCE TEAM STAFF OF 5 PER STATE + STATE GOVERNMENT PORTAL

PORTAL MAINTENANCE

•FINANCE TEAM OF STAFF 5 PER STATE

INFRASTRUCTURE

COST

• WORKSHOP SPACE RENT Rs 1000

• ELECTRICITY COST Rs 1000

Equipment

cost

• SHOE-MAKING EQUIPMENTS Rs5000 PER HEAD.TOTAL COST 25*5000 = 1.25 LAKH

• RAW MATERIALS 25*1000 = 0.25 LAKH

TRAINER SALARY

• TRAINER SALARY 6 MONTHS*7000 = 0.42 LAKH

THE FOLLOWING TRAINING PLAN HAS BEEN GENERALIZED TO STATE POPULATION DURING COST EVALUATION ON DISTRICT LVL. 25 PEOPLE OUT OF THOUSAND PEOPLE ARE TRAINED ON AVERAGE.

TRAINING PLAN FOR 25 PEOPLE IN SHOE MAKING ( as an example )

INFRA •TRAINING SPACE RENT = 10 CR per state

EQUIPMENTS

•EQUIPMENT COST ( that is given away at the end of training ) = 750 CR

TRAINER

SALARY

•SALARY COST = 240 CR

TRAINING COST PER STATE INCLUDING YEARLY COST OF

RUNNING TRAINING PROGRAMMES = 1000 CR

COST ASSESSMENT