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

SKILLS SHORTAGESolution 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 contri-butionFormal/

SkilledInformal/Marginal

Un-em-ployed

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 PRESEN

T 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

GOVERNMENTSetting up of IIP cell In each of the central commissions to which

the colleges are affiliated

EMPLOYERSet up their own IIP

cell in the college comprising of

appropriate trainers and administrators.

COLLEGE ADMINIIP cell headed and

monitored by IIP in-chargeIIP 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

GOVERNME

NTEMPLOYEE EMPLOYE

R

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

STEP2

•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.

STEP2

•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

STEP3

•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 PORTALEMPLO

YEEEMPLOYER

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 PLAN1.Dedicated servers are set up in each state where all the data pertaining to that state is stored2.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

Lastly the employee employer interaction before the recruitment itself

will render a lot better efficiency for the entire process.

This particular system offers a lot of

flexibility to the students to choose career

paths even during their graduation

The practical learning that the students

gain during the third year will be of great

advantage with long term effects.Certain regional or state colleges may find it difficult to attract big employers.

A certain possibility is dispute between companies

over selection criteria of students

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 MAINTENANCE TEAM STAFF OF 5 PER STATE + STATE GOVERNMENT PORTAL

PORTAL SETUP

•FINANCE TEAM OF STAFF 5 PER STATE

PORTAL MAINTEN

ANCE

•WORKSHOP SPACE RENT Rs 1000

•ELECTRICITY COST Rs 1000

INFRASTRUCTURE

COST

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

•RAW MATERIALS 25*1000 = 0.25 LAKH

Equipment

cost

•TRAINER SALARY 6 MONTHS*7000 = 0.42 LAKH

TRAINER SALARY

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 )

•TRAINING SPACE RENT = 10 CR per state

INFRASTRUCTURE COST

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

EQUIPMENTS COST

•SALARY COST = 240 CR

TRAINER SALARY

TRAINING COST PER STATE

INCLUDING YEARLY COST OF RUNNING

TRAINING PROGRAMMES =

1000 CR

COST ASSESSMENT