District Skill Development Plan SURAT DISTRICT GUJARAT

Submitted by:

Gujarat Skill Development Mission

Block no 2, 3rd floor, Dr Jivraj Mehta Bhavan

Gandhinagar 382010, Gujarat, India.

Contents

1. Overview

a. Background profile

b. Supply side profile

i. Demographic Profile

ii. Socio‐economic Profile

iii. Education Profile

iv. Employment Profile

c. Demand Side profile

i. Formal Sector Demand

ii. Informal sector Demand

d. Training Infrastructure Profile

i. Short term skill development programme

ii. Long term skill development programme

iii. Any other non‐government skilling programme

2. Annual Work Plan

a. Objective

b. Activities

c. Resource requirement

d. Monitoring & Evaluation

Overview

1.1 Back Ground Profile of GSDM

Gujarat Skill Development Mission (GSDM) was set up in 2009 as State Skill

Development Mission (SSDM) as apex body for monitoring, coordinating and

converging all skill development initiatives in the Gujarat state. It also standard

common norms and streamline the functioning of different organization working for

skill development.

GSDM has following outcomes:

Strong focus on convergence and collaboration amongst various short and

long term skill development initiatives in state

Implementation and monitoring of central government skill development

program

Focus Industries demand driven training for higher employability

Conducting various research for skill development

1.2 Why Surat District?

1. Industrial Infrastructure: Surat district has 24 industrial parks, 3 SEZs, 8 industrial

estates and 1 industrial cluster.

2. Connectivity: Located midway on the 500 km long Ahmedabad-Mumbai corridor;

Magdall & Hazira port, upgraded Surat airport

3. High Investment: Proposed investment of Rs. 42, 198 crore by large sector industries

during 2011-17 (IEM data)

4. Affordable & Skilled Workforce: High rate of labor migration from Rajasthan, UP,

Bihar, MP & Orissa. Willingness for tedious job

5. Business Community: Historically the business community in Surat had operated on

principle of social ties and informal transaction

B. Supply side profile

1.1 Demographic Profile of Surat District

Surat is a coastal district located in the southern part of Gujarat, shares border with

Narmada, Dang and Navsari districts. The district population is 60.81 lacs and covers

2.32% of total area of Gujarat State (Census 2011). It is divided into ten talukas namely

Olpad, Mangrol, Umarpada, Mandvi, Kamrej, Surat City, Chorasi, Palsana, Bardoli and

Mahuva. There are 713 revenue villages, 10 Nagarpalikas and one metropolitan city

Surat host administrative heads in the district.1 (Figure 3).

Owing to its robust diamond and textile industry, Surat city is the centre of economic

activities in the district. It has ranked among top ten GDP contributors in the country

in 2010.

Surat has a rich history of economic evolution. In the 18th century, it was quite famous

among traders for garments, spices and art pieces. But with the growth of Mumbai as

a commercial hub during British rule, the importance of Surat port begun to diminish.

The led to high investment and modernization of textile, Zari and diamond cutting

industries. The plague epidemic in 1994 had forced the city to reinvent itself by

improving infrastructure and sanitation facilities. Today it is ranked one among the

cleanest city country.

According to the 2011 India census, the population of Surat is 60, 81,322. Males

constitute 53% of the population and females 47 percent. The population density is

1337 persons per sq.km and decadal population growth rate was 42.2 percent (in 2001-

11), which is highest in the state. The district has high urbanization percentage of 79.7,

where 44.6 lacs persons live in Surat City metropolitan area.

The youth population (age group 14-29 years) is 20.7 lacs. The sex ratio of 787 females

per 1000 males is lowest among all the districts in Gujarat. The reason could be

attributed to the high volume of migrating male population from, leaving their

families in their respective hometowns.

1.2 Economic Profile

Surat contributes 25 percent of annual NVA of Gujarat state. The diamond processing

units of Surat has worldwide recognition, today more than 65% of diamond exports

from India comes from Surat. The textile sector in district produces more than 40%

of manmade fabric in India.

In last 15 years, Surat has developed as the commercial hub for textile, diamond,

chemical, petrochemical, IT\ITES, and infrastructure development projects in

Gujarat. The district contains 24 industrial parks, 5 SEZs, 9 GIDC estates and 1

industrial cluster for textile industries.

Analysis of the Industries Commissionerate (IC) data for Large & MSME industry

units indicates that the industrial growth has been largely concentrated Chorasi, Surat

City, Mangrol & Mandvi taluka. A total of 279 large scale and 1, 20, 722 MSME are

registered in Surat district.

Some of the major industry players are Reliance Industries Ltd., Adani, Essar, Indian

Oil Corporation Ltd., Torrent power, KRIBHKO, Larsen & Toubro, NTPC, ONGC,

Reliance Industries Ltd. and Vimal textiles. Image 7 explains taluka wise distribution

of industries units.

In the agriculture sector, district produces 15.2 percent of the total fruit in Gujarat.

Papaya and Banana are major fruit produces. Surat is also the biggest producer of

Okra in Gujarat with a share of 19 percent of the overall production. Other major crops

cultivated are Sugarcane, Paddy, groundnuts and Jowar. Surat is also the second

largest producer of lignite in Gujarat.

A number of mineral-based industries (Roofing Tiles & Glass Factory, Stone Ware

Pipes, and Lignite-based Thermal Power Station) are operational in the district.

1.3 Socio-Economics profile

Socio Economics parameters of District

Gujarat Mehsana

Social

Total Population 6,04,39,692 20,35,064

Area (in Sq.Km) 1,96,244 4,401

Sex Ratio 1000:919 1000:926

Decadal growth 19.3 10.3

Population density 308 462

Literates (%) 78 83.6

% of Urban population 42.6 25.3

% of Youth (15 -29 yrs.) 28.0 27.9

% of Worker Population 41.0 39.9

Economic

No. of Factories 22, 876 850

Net Value Added – NVA 128,42,004 2,98,155

Wage per Employee

(INR/yr)

2, 26,766 2, 22, 205

NVA per Employee

(INR/yr)

9, 35, 550 7, 18,187

1.4 Workforce Distribution

A total of 25.5 lacs persons are part of the work force (main & marginal workers). Overall

Work Participation Rate (WPR)* in Surat is 42.0 per cent and female participation is 15.3

percent. Additionally 76 thousand are non-workers, who is seeking/or available for work.

Rest are unproductive population either studying, retired, home maker, unemployed or not

fit to be part of the workforce.

The economy of the district is mainly based on diamond processing, textiles and chemical & petro chemical industries. Around 81 % of total work force is engaged in various manufacturing & service sector industries (both formal & informal). Only 17.05% workers are engaged in agricultural activities. Out of total labor forces

South Gujarat comprising industrial areas of Surat, Vapi, Bharuch, Ankleshwar and Valsad

is the most economically dynamic region in the state. Many industrial parks, SEZs and GIDC

estates are located in this region. Petrochemical complex, gems and Jewelry Park and the

centrally promoted SEZs are expected to fuel the industrial and economic growth in the

distric

Hazira industrial area is well known and established by leading industry houses such as

ONGC, Reliance, ESSAR and Shell International. The Hazira LNG Terminal project is one

of the largest greenfield projects in India, the port facility would help in attracting sizeable

investments in the coming future.

Surat is also located midway on the 500 km long Ahmedabad-Mumbai western railway

corridor. The proposed High-Speed Rail Corridor (Bullet Train) project will significantly

reduce the travel time to Mumbai and Ahmedabad. Hajira and Magdalla Ports in the district

provide logistic support to the industrial operations. Surat is also expected to be an

important centre on the upcoming Delhi-Mumbai Industrial Corridor (DMIC). Gujarat

Workforce Characteristics in Surat District

Occupation Education & Skill Level

41 Lacs

60.8 Lacs

District Population Working Age

Population

25.5 Lacs Total

Workers 64 %

1

28 %

8 %

2 3

1. Minimally Skilled – Below std. 10

2. Skilled – Std. 10 + 3 yrs (VE) 3. Highly Skilled – Graduate &

above

4 %

13 %

1.6 %

81 %

1 2 3 4

1. Cultivators 2. Agricultural Labours 3. Workers in Household Industries 4. Other Workers – Factories, Construction,

service, etc.

shares 38 percent (564 km) of the DMIC (total length 1,500). Also, the upgraded Surat

airport will offer direct air connectivity with important destinations in India and abroad

1.5 Education Profile

In higher education, Surat has four

universities; Veer Narmad South Gujarat

University, Jamia Islamic University, Uka

Tarsadia University and Auro University.

Sardar Vallabhbhai National Institute of

Technology (NIT – Surat) is one of 30 NITs

in India. Two open universities, IGNOU and

Ambedkar Open University have also

centres in Surat city.

Vocational education infrastructure consist;

30 ITIs, 16 polytechnics, 24 Kaushalya

Vardhan Kendras, 125 ISDS centres, 11

PMKVY centres and more than 450 private

centres are operational in the Surat district.

The annual training capacity in the district

through various training institutes is close to

42, 047. Where DET, CED, and Polytechnics

in skill training.

Education and Training Infrastructure in Surat

Units

4, 92,648

1, 28, 026

1. Schools (Class I to XII)

2. Colleges (Higher & Technical)

General Education Annual Capacity

2827

158

Vocational Education

1. ITIs (Govt. GIA & Pvt. ITIs)

2. Polytechnics

3. Kaushalya Vardhan Kendras

4 CED (ISDS centre)

4. Other Govt. Schemes

(C-DAC, DDU-GKY, PMKVY, D-SAG)

5. Private Institutes

Including ATS & i-KVK centres

30

16

24

127

77

202

14,009

3,147

5,760

257

9,800

9,073

Units Annual

Capacity

Total

Total

2,985

6,

20,674

42, 047

476

1.6 Employment Profile

Being a highly industrialized district, Surat has significantly low dependency on

agriculture. More than 70 percent of the total workforce is dependent on manufacturing

and service sector enterprises. Regional and sectorial analysis of industrial employment

presented in this chapter shows a clear concentration of employment in key sectors.

Chorasi and Surat talukas account for a majority share of employment.

MSME and large industries together provide 7 lacs employment (MSME 6.2 lacs & Large

0.8 lacs) in Surat district. Textile, Retail, Gems & Jewellery, Construction and

Engineering are five major sectors, provide 87 percent of total employment. Textile

industry alone employs 4 lacs persons.

Wholesale, Retail, IT-ITES, BFSI and Logistics are maximum employment provider from

service sector businesses. The composition of employment by industry sector is in figure

7 and table 2.

Employment in Major Non-Agricultural Industry Sector - 2017

S.No. Category Industry Sector Units Employment

1 Primary Sector

Mining & Quarrying 1037 4999

2 Forestry, Animal Husbandry & Fisheries 136 678

3

Manufacturing Sector

Textile & Apparel 73959 403926

4 Gems & Jewellery 5608 60780

5 Constriction & Manuf. of Construction Material 4181 38241

6 Engineering & General Purpose Machinery 1459 9784

7 Leather & Leather Products 1836 9250

8 Agri-product & Food Processing 1240 8954

9 Iron, Steel & Basic Metal Products 929 8884

10 Electrical & Electronics 1566 6934

11 Chemical & Chemical Products 942 6188

12 Plastic & Plastic Products 599 4209

13 Wood Products & Furniture 766 3669

14 Power, Gas & Renewable Energy 167 2615

15 Automobile & Auto Parts 404 1872

16 Paper & Paper Products 308 1420

17 Glass & Glass Products 82 1347

18 Oil & Petrochemical 159 1111

19 Pharmaceutical 174 965

20 Mineral Based Projects 27 610

21 Rubber & Rubber Products 58 434

22 Service Sector Retail, Trade, Shops & Wholesale 17434 88266

23 Information Technology & Services (IT-ITES) 1540 7967

24 Logistics, Transportation and Storage 1357 7651

25 Banking & Financial Services (BFSI) 1288 5436

26 Professional Practices 1117 5240

27 Tourism, Accommodation & Food Services 675 3795

28 Repair, Service and Maintenance Work 610 2851

29 Healthcare & Wellness 396 1980

30 Media, Promotion & Recreation 361 1765

31 Education & Skill Development 274 1093

32 Port & Port Based Services 4 1021

33 Urban Development & Services 150 919

34 Labor Supply & HR Services 134 679

35 Administrative Services & Offices 24 93

Total 121001 705626

C. Demand side profile

1.1 Formal sector demand (Existing and predicted)

Incremental workforce requirement has been estimated based on investments trends,

employment potential of various industry sectors and insights from discussions with

industry representatives.

In next five years (2017-22) registered large & MSME units in Surat will need 3, 57,827

workers (Investment-employment elasticity calculation). Maximum demand will be in

Textile, Retail, Gems & Jewellery, Construction, Transportation, Logistics and IT-ITES

industry sectors.

Figure: Incremental demand of Human Resource period of 2017-22

The share of the manufacturing and service sector to the total workforce requirement is

expected to grow by 12 and 17 percent respectively by 2022.

Incremental Workforce Demand in 2017 – 22

Logistics – 2.6 %

IT-ITEs – 2.4 %

Food Processing – 1.8 %

Chemical – 1.6 %

Construction - 5 %

Textile &

Apparel 56%

Retail &

Trade

18%

Gems & Jewellery -13 %

2017

Projected

Employment

7, 05,626

10, 63, 453

Current

Employment

2022

3, 57, 827

Increase in

Demand in

Next 5 years

% Share of Employment

Figure 1 : Incremental Human Resource Requirement in 2017-22

Popular job roles are those which collectively constitutes 70 to 80 percent of skilled workforce strength in an enterprise. The technical skill requirement for popular job roles (collectively in priority sectors) has been analyzed based on sample surveys and industry interactions while five jobs roles that are high in demand are further analyzed for their demand and core skill requirements.

Surat District - Incremental Human Resource Requirement During 2017-22

(in no. persons)

S.No. Category Industry Sector Sector-wise

Employment - 2017

Incremental HR Demand in 2017-22

Minimally Skilled (Class

10th & below)

Skilled (Class 10th +

3 yrs)

Highly Skilled

(Graduate & above)

Total

1

Primary Sector

Mining & Quarrying

4999 581 608 194 1383

2 Forestry, Animal

Husbandry & Fisheries

678 53 60 38 150

3

Manufacturing Sector

Textile & Apparel

403926 117516 44619 25766 188529

4 Gems &

Jewellery 60780 13494 24879 3795 42168

5

Constriction & Manuf. of

Construction Material

38241 8706 5540 1583 15830

6

Engineering & General Purpose

Machinery

9784 879 1428 439 2746

7 Leather &

Leather Products

9250 1413 1221 578 3212

8 Food Processing 8954 940 2048 1305 4373

9 Iron, Steel & Basic Metal

8884 1371 823 299 2493

10 Electrical & Electronics

6934 517 1263 1091 2870

11 Chemical &

Chemical Products

6188 1634 1021 1430 4085

12 Plastic & Plastic

Products 4209 767 662 314 1742

13 Wood Products

& Furniture 3669 1321 152 46 1519

14 Power, Gas &

Renewable Energy

2615 619 1007 310 1936

15 Automobile &

Auto Parts 1872 200 351 225 775

16 Paper & Paper

Products 1420 261 182 49 493

17 Glass & Glass

Products 1347 206 178 84 468

18 Oil &

Petrochemical 1111 76 124 38 239

19 Pharmaceutical 965 5 6 9 24

20 Mineral Based

Projects 610 105 35 29 169

21 Rubber &

Rubber Products

434 90 30 30 151

22

Service Sector

Retail, Trade, Shops &

Wholesale 88266 41152 10410 10778 61238

23

Information Technology & Services (IT-

ITES)

7967 400 1199 5061 6659

24 Logistics,

Transportation and Storage

7651 3503 1486 318 5308

25 Banking & Financial

Services (BFSI) 5436 959 959 822 2740

26 Professional

Practices 5240 370 792 1479 2642

27 Tourism,

Accommodation & Food Services

3795 98 278 139 515

28

Repair, Service and

Maintenance Work

2851 93 240 54 387

29 Healthcare &

Wellness 1980 235 762 469 1466

30 Media &

Recreation 1765 19 72 148 239

31 Education &

Skill Development

1093 18 39 73 131

32 Port & Port

Based Services 1021 64 104 32 200

33 Urban

Development 919 463 295 84 843

34 Labor Supply &

HR Services 679 51 30 11 92

35 Administrative

Services 93 1 2 10 13

Total 705626 198180 102907 57129 357827

1.2 Informal Sector Demand

A large chunk of labourforce population (around 66 percent) in Surat work in the informal

sector as a street vendor, daily-wage labour, shopkeeper and micro, small-scale entrepreneur. A

study by CEPT University on the informal market in Surat, estimate contribution of over 60 percent in total GDP of Surat city. Major businesses are cloth market, diamond processing, a

vegetable fruit vendor, and unorganised retail stores.

Most of the workers engaged in the informal economy because it requires low skills and small

financial inputs. The unorganized sector generates employment opportunities at a higher rate

as compared to the organized sector. While this sector constitutes the vast majority of the

workforce, it is by no means homogeneous. The workers and entrepreneur engaged in informal

businesses require the following support –

Skill in Demand – Multiskilled workers, people with operational knowledge of

computer, data entry and internet, Marketing and sale persons.

Skill Certification – Workers engaged in informal businesses have acquired operational

skill through years of practice, but in lieu of no skill certification they often miss the

opportunities for decent employment. Government shall identify such skills through

skill test and ‘Recognition of Prior Learning (RPL)’ drives.

Skill Up-gradation Training – Most of the un-organised sector workers lack knowledge

of modern machinery, tools and production techniques. Sector-specific skill

upgradation training programs shall be introduced in major technical institutes.

Further, these training programs can also be implemented at industry premises or

nearby areas of labour colonies.

Allied Skills Training – Safety protocols, Quality control concepts like six sigma, JIT,

environmental aspects, workplace hygiene and reporting methods training.

Employee Sourcing Support to Small Industries - Medium and large companies usually

follow a structured approach for skill sourcing. The majority of entrepreneurs in small

businesses are not highly educated and have minimal capital and time to invest on the

recruitment process. Often they source workers through acquaintances or labour

markets. They face high attrition rate and low productivity from employees. The

employment offices shall arrange special job fairs for small businesses.

D. Training Infrastructure profile

1.1 Short term skill development program (Center & State)

Following short term courses are run in Mehsana District

Sr No

Scheme Name

1 Pradhan Mantri Kaushal Vikash yojna (PMKVY 2.0)- Central and State

Under CSCM Component : 11

2 Integarted skill development Scheme(ISDS), Ministriy of textile – Central

A total of 127 ISDS centres with training capacity of 6438 1 persons are

operational in Surat.

3 Deen Dayal Upadhyay Gramin Kaushal Yojna (DDU-GKY) – Central

4 Rural Self Employment Training Institute (RSETI)

5 Kaushalya Vardhan Kendra(KVK) – State

Total no: 17

6 Industrial Kaushal Vardhan Kendra(iKVK) – State

Total no: 06

7 Gujarat Matikam Kalakari & Rural Technology Sansthan

It runs 17 Gujarat Council of Vocational Training (GCVT) approved courses. All of the training programs are focused on skill upgradation of rural artisan, handicraft workers and BPL families. Courses are of short duration and beneficiaries get a stipend of Rs. 1000 per month during the training. It is also linked with ‘Manav Kalyan Toolkits Scheme’ of Commissioner of Cottage Industries.

1.2 Long Term Skill Development Program

Sr

No Scheme Name

1

Craftsmen Training Scheme – DGT- Central

Total No of it is (Govt., GIA, And Pvt.ITI) = 30

2

Apprenticeship Training Scheme- DGT – Central

Industries under NAPS 340 units

1.3 Others – Private Skill Providers

Sr No

Scheme Name

1 Apparel Training & Design Centre (ATDC)

ATDC has earned a good reputation among industries and youth through

industry relevant training. It has created a good linkage between training and

placement. In last 20 years, ATDC centres from all over the country have

trained and placed more than 1.5 lacs youth.

2 Indian Diamond Institute

Established in 1978, Indian Diamond Institute (IDI), Surat is the prestigious

institute in the field of diamonds, gems & jewellery in India. IDI runs

certificate, diploma and degree courses in diamond cutting, sorting, polishing

and design, manufacturing of wide range of jewellery. It has annual training

capacity of 480 persons.

3 Yamaha Training School

The duration of the training program is of 1 year, and the course fee is Rs.

4000. Currently, the centre run only one batch with a capacity of 24 students.

Yamaha India provides 100 percent placement assurance and certification is

done by National Council for Vocational Training (NCVT).

4 Essar Steel Academy, Hazira

Essar Academy for Steel provides practical training to freshers passing from

ITIs, Diploma and Engineering colleges. It is equipped with modern

laboratories, like Hydraulic Lab, PLC lab, Drives Lab, Electronics Lab and

Instrumentation Lab. The centre offers short term and long term skill

upgradation program for Mechanical, Electrical, Metallurgy and Civil branches

of Engineering. The existing capacity of the centre is 60 trainees per years.

1.4 Good Practices in Training and Employment

Good Practices in Training & Employment in Surat

S.No. Category Institutes Practices

1 Candidate Mobilisation

ITI Surat Orientation workshop in schools, Promotion through poster, newspaper, radio & Bulk SMS

Poddar Skills, Kosamba Circulation of promotional videos and posters on Whatsapp, Facebook and Website.

2 Advance Training Infrastructure

Yamaha Training School Advance machinery for 2-wheeler maintenance, tool-kit, uniform, safety gear

Indian Diamond Institute

Exclusive machines & equipment for key functions of sorting, cutting, polishing in the diamond industry.

3 Placement

Apparel Training & Design Centre (ATDC)

High candidate placement rate in last 20 yrs through robust industry network and placement drives.

Future Sharp Skills Academy - Big Bazar, Surat

Apprenticeship linked training program

4 Training Method

Essar Academy, Hazira Focus on soft skills development through engagement activities such as technical movies, GD.

Yamaha Training School Mandatory 2 weeks industry exposure visit in production plant of Yamaha in Pune.

5 Industry Partnership

FRANKFINN Institute of Air hostess Training

Major airlines are knowledge and placement partner for the institute. Ensure quality training and high placement for trainees.

Essar Academy, Hazira Created a pool of industry practitioners to impart free of cost training to students.

MANTRA

More than 30 years of experience to undertake R&D work for textile through the endowment of industries.

6 Career Counselling Art of Living Centres

Cultivating disciplines, professional ethics through yoga and physical education classes to youth.

2. Annual Work Plan

1.1 Objective

The district skill development plan will focus on training seekers, training providers (Public

and Private) and employers in Mehsana district. It envisages to create a balance between

the supply and demand of skilled human resource while strengthening the skill ecosystem

in the district.

Objectives

Provide convergence platform among skilling stakeholders to standardize skilling,

promote maximum utilization of resource under common skilling norms in the state

Align all skill courses in district with National quality framework like National Skill

Qualification framework

Study HR demand and supply in district and implementing and monitoring such

job roles quality training

Develop robust IT enable MIS system covering all skilling activates align with

NextGen SDMS portal in state level.

1.2 Future Activities

1.2.1 Apprenticeship Promotion - Partnership with Local Industries

Industry disconnect with the academia is one the major reasons for the gap between

industry demand and skill supply. Except a few, employers play a passive role in

government-led skill development programs. In Surat district, there are more than

1.2 lacs registered MSMEs and 150 large scale industries. In order to encourage

industry participation in skill development, the central government reimburses the

stipend amount of upto Rs. 1500 per trainee per month under National

Apprenticeship Promotion Scheme (NAPS).

In the line of NAPS, Government of Gujarat has also introduced the ‘Mukhyamantri

Apprentice Scheme’ in March 2018 to encourage the industry participation. Under

NAPS central government reimburse up to Rs. 1500 per trainee/ per month of the

stipend paid. Now, the state government will also reimburse RS. 1500 for trade

apprentice, Rs. 2500 per diploma and Rs. 3000 for a graduate apprentice. To produce

work ready and productive humans resource, the study suggests following

measures.

i. Strengthening the partnership MoUs signed at ITI level

ii. The utilisation of labs available with industries

iii. Industry practitioners as master trainers

1.2.2 Aid-In Modules for Popular Courses

Fitter, Machinist, Sewing Machine Operator, Turner, Electrician are some of the

popular courses among employers as well as youth in Surat District. The course

curriculum needs revision as per industry demand and present-day production

technology. We identify four modules which shall be part of the curriculum for all

production related courses.

i. Technical Drawing Comprehension

ii. Workplace Safety and Hygiene

iii. Know How of Specialized Tools

iv. Reporting Method

1.2.3 New Courses for Gems & Jewellery Industry

Surat is famous for diamond cutting, polishing and jewellery making. The industry expects

to provide more than 40,000 formal employment along with contractual jobs in next five

years.

On another hand, the training capacity for Gems & Jewellery Industry sector is 3,000 persons

(mostly by Pvt. Training centres). Overall training capacity needs to be increased along with

the introduction of new courses. We have identified five most desired courses by industries

as - Gemstone Polisher, Wax Piece Maker, Bruter, Spot Welder, Assayer and Hallmarker.

1.2.4 Improving women participation

Women participation in vocational education and training is low especially in remote

talukas of Mehsana. The focused effort in mobilisation, training delivery, provision of basic

amenities and defining employment paths are required to ensure participation of women.

Parent counselling and awareness effort shall be introduced at the time of

admission.

More female candidates can be attracted through mobile training units, better

provision of toilets, transportation and flexible afternoon training batches.

Training courses shall be introduced as per local needs.

Women-Owned Business (WOB) had seen a high rate of success in past. Efforts

shall be made to encourage women entrepreneurs through appropriate

incentives such as loan linkages, mentorship and training in the management of

basic business functions. Such entrepreneurship efforts can be aligned to Atal

Innovation Mission (AIM) and Self Employment Talent Utilisation (SETU).

1.2.5 Consolidation of KVKs

As of 2017, there are 500 Kausalya Vardhan Kendras (KVKs) with annual training capacity

of more than 1.5 lacs persons. KVK is a cluster level skill development scheme operational

since 2009; in last eight years some parts of Gujarat have reached saturation and are

receiving a drop in candidate enrolment.

Surat district has 24 KVKs with annual training capacity of more than 5760 persons. It is

required to identify KVKs with low enrolment and merge them with the nearby centre.

A composite centre will have better efficiency in terms of resource utilisation and ensure

quality training.

1.2.6 State Trainers’ Academy

Because of the absence of standardization in trainer’s selection process, in many cases,

unsuitable trainers are appointed and quality of training is compromised. Many a time

the selection process is focused on technical skills, not on facilitation skills and

understanding of adult learning principles.

With the purpose of enhancing the quality of trainer and thus the quality of training, a

State Trainer’s Academy can be established and will be responsible for following tasks.

Sector-wise and trade wise qualification eligibility of trainers

Training, assessment, certification and licensing of trainers

Developing short duration certificate course in training facilitation

Upskilling of trainers and renewal of trainer licenses

Research activities on innovative tools and technologies in training

1.2.7 Overseas Skill Supply Centre

The overseas job is highly aspirational among the youth in south Gujarat region. Most of

the candidate who is pursuing training in ITI or Polytechnics aspire to work in

petrochemical, shipping, mining and construction industries in Australia, Middle East

and other Gulf countries.

Some of the high demand job roles are Rig Mounted Drill Operator, Tyre Mounted Crane

Operator, Battery Operator, Marine Fitter, Handling of Hazardous Chemicals etc.

Training providers shall impart training in such courses and also need to align the

curriculum as per their demand.

The state can promote Overseas Skill Supply Centres to supply skilled labours to

employers’ abroad. The organization will not only act as a placement entity but will also

provide handholding support before, during and post placement. Key functions will be -

Organize job fairs for overseas placement.

Foreign language courses for emigrant workers in selected ITI and Centre of

Excellence.

Counselling and orientation programs on VISA process, laws and culture of the

destination countries for emigrant workers.

Partnership with global recruitment and staffing companies to promote overseas

placement.

1.3 Human Resource Requirement at district level

Sr No Post

1 District Skill Development Officer – 1 no

2 District Skill Consultant – 3 no

3 Career Counsellor – 1 no

4 Data Entry Operator – 1 no

5 Office supportive staff – 1 no

6 MIS Operator – 1 no

1.4 Monitoring & Evaluation

Monitoring and evaluation play a critical role in ensuring the success of skill development

programmes. It requires a reliable, accurate and sustainable data collection system. In the

current scheme of thing, most of the skill development programs use mix approach of data

collection comprising information collection portals and paper-based data collection

templates. It causes duplication of data, delay in reporting and sometimes error in data. The

governing bodies shall employ following measures to design a robust data collection system.

1.4.1 Establishing District Level M & E Team

Monitoring and Evaluation team will be responsible for daily operations for MIS, trouble-

shooting, grievance redressal preventing mistakes, review and risk identification on day to

day basis through surveys, observation, inspection, reviews, data analysis etc.

1.4.2 Development of Management information system (MIS)

MIS is an organized approach to collect, process, store and disseminate data to carry out

management functions. It should be simple and easy to comprehend, allow access to

information flow at different levels (State, Regional, Nodal, End –User), consist feedback

mechanism and should produce ready to use information for decision making.

1.4.3 District skill portal can be instrumental for local employers to locate and hire right

skills for their respective industries. Through the portal employers can access a database of

trainees from ITIs, Polytechnics, KVKs etc. as well as job seekers will also get a notification

for available vacancies.

1.4.4 Periodic Market Assessment & Skill Gap Study

In order to make training relevant the district team will undertake periodic skill gap studies

for district, priority industry sectors and for specific skill requirement.

1.4.5 Creating a brand for skill development

Public perception still views skilling as the last option meant for those who have not been able to progress/opted out of the formal academic system. In order to make skill development desirable among youth, skill institutes shall use social media to reach the beneficiary.