Aarjavamone
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Aarjavamone Aarjavamone Presentation Transcript

  • Boosting Skill Set :Increasing the Employability of YouthEmployability of Youth A new model for bridging the skill gap to enhance employability of youth Team Aarjavamone 8/26/2013 1Manthan
  • In the present dynamic versatile complex ever-changing highly automated world where the mere existence doesn’t suffice the needful conditions to get employed as employment depends upon the market demand which is highly competitive. In such a versatile environment skills Holistic spread of the play a major role to get employed. Percentage of Workforce receivingHolistic spread of the problem Percentage of Workforce receiving Skill Training in India Source: Aspiring mind Report(june 2013) From the above statistics it is clear that in a world where liberalization privatization and globalization and very frequent economic recession of the world does not let the governments to play an agency to continuously provide employment and still we are lagging b hi d ld l di i i t f i ti kill t i i t k th 8/26/2013 Manthan 2 behind world leading economies in terms of imparting skill training to make our youth employable.
  • Why three prong attack to the problem? •Since these three sectors forms the basis of employment .It is imperative to nurture skills in all these three sectors to boost employment figures. •It is required to design and•60% of Indian population gets l t i i lt t Sector wise employment problems implement a inclusive system which had a high potential to self sustain within every kind of economic environment and as well as to compete with the world major developed countries employment in agriculture sector which remains highly vulnerable and susceptible to rains, soil, seed etc. •Industrial sector which is highly labor intensive and requires precise skill for particular job developed countries. •Our model will be based on improving skill gap in all above three sectors ,then only we can achieve vision of developed and employed India . skill for particular job. •Service sector. Requires high skill and job oriented and highly motivated dynamic individual to cater to the requirements of the customers. Snapshot of Proposed Model Centrally Developed and •Training pedagogy being developed is based on professional requirement of variousCentrally Developed and Managed distributedly Volunteer Driven Skill Training Training pedagogy being developed is based on professional requirement of various segments. •Training module developed by various industry experts of all the above three sectors. •Volunteers include Industry Professionals ,Retired experts and Renowned Academicians.g Advantage Over Existing System •This system emphasizes on focused and strategic approach. •This system reviews the training strategy yearly based on industry feedback. •This system is of short duration in all sectors which suffice employment demands.
  • Proposed Model Volunteers recruitment & t Regional level teams Central team management Recruitment Management Training Implementation V l t i l d I d t Li t f l t ill b il bl•Volunteers include Industry Professionals ,Retired experts and Renowned Academicians. •Identification and recruitment of these volunteers will be done at Regional level considering the •List of volunteers will be available at Regional level office websites with their GSD score and no of training assignment they have undergone. •Training session will be conducted at regional government colleges of national repute . •Each volunteer will be provided with a training kit pertaining to theRegional level considering the requirement of each region. •Volunteer recruitment will be done by widespread announcement through public medium of communication and industry can •Various sectors in the region will be identified and volunteers from these sectors will be contacted and training schedule will be finalized. g p g expertise of the volunteer. •Training session can be imparted on weekends or evening session depending upon availability of volunteer and location which will be h d l d b f b i lprovide personal to train according to their customized demands. •Those volunteers who successfully completes training assignments will be provided with Gross Skill D l t S (GSD) Whi h •Publicizing of training program will be done at regional level through newspaper ,social media and contacting training & placement cell of regional colleges scheduled before by regional teams. •Training duration will depend upon the sector.eg Agriculture sector training may be of 1 month and industrial training may vary from 3 month to 1 year depending upon the 8/26/2013 Manthan Development Score(GSD).Which will provide them preference to avail government schemes and loans. month to 1 year depending upon the requirement.
  • Proposed Model Volunteers recruitment & Regional level teams Central team management teams •Will be located at the regional colleges of national repute. •The main task is to garner list of volunteers of different sectors needed to boost employment in that region and then take necessary measures to enroll themand then take necessary measures to enroll them. •Regional teams will be bestowed with the responsibility of scheduling of training session with due support from central team. •Stay, logistics and transportation of volunteers will be managed by regional level teams. •Will host Expert-Youth-Industry consortium every year where top 10 Volunteers from each sector will be awarded for their contribution and feedback from youth and industry is taken to further improve the training methodology . •Regional team will collect employment requirement demands from local industries in various sectors and will jot down demands in a predefined format in each sector and transfer these to central team to make amends in the training pedagogy accordingly.in the training pedagogy accordingly. •Regional teams will impart GSD scores to volunteers who have conducted training sessions successfully and it will be displayed on the their websites. GSD scores will be renewed annually. •With industry as active partners regional teams will help youth to gain placements in respective sectors. •Regional teams will be responsible for recording training sessions for each sector which will be imparted in i l l d b tl b itti t t l t h it ill b l d d th t l 8/26/2013 Manthan 5 regional languages and subsequently submitting to central team where it will be uploaded on the central servers.
  • Proposed Model Volunteers recruitment & District level teams Central team Regional level teams management teams Will be Headquartered at National skill development corporation, NSDC. Will objectify minimum standard to be achieved by youth in each training session of various sectors. These standards will be drafted by taking inputs from Industry and Academia and further improved by teams These standards will be drafted by taking inputs from Industry and Academia and further improved by feedbacks from the regional offices. Training kit will be developed for each sector in different regional languages based on the availability of job prospect in that sector in that region. Training kit will include training pedagogy to be followed by volunteers based on strategic approach t i d di t i d tcustomized according to regions and sectors. Video inputs of training sessions will be uploaded on their central servers which will be freely accessible so youth from far flung areas can also get benefitted. Central team with inputs from regional team will develop a list of youths who have been imparted training in a particular sector and will augment regional teams effort in boosting employment of youth.g p g g g p y y Central team will also look into national and international market demands in particular sectors and will change its training pedagogy if the sector requires the same. Development, periodic review and changes to be incorporated in training kit will be done by central team. Central team will monitor regional offices and will categorize high performing regional office as 8/26/2013 Manthan 68/26/2013 Manthan 6 Central team will monitor regional offices and will categorize high performing regional office as bronze, silver and gold. Incentives will be provided to high performing regional offices accordingly.
  • Stakeholders of our Model: Their Profit •Increased recognition f G t •Increased level of Government Youth of Government Initiatives. •Implementation cost is very minimal employability. •Training pedagogy developed is based on scientific and international standard Employability •Improved employability scenario of the region. •Training pedagogy of every t ill b i d l y •Utilizes Existing infrastructure facilities international standard. •Each year 1 lakh student will be benefitted by these programs within a region. sector will be reviewed yearly . •Training videos pertaining to each sector region wise will be available over internet and distributed to regional offices. •Gross Skill development score (GSD) ill b d d •Industries can give h i i IndustryVolunteers distributed to regional offices.(GSD)will be awarded to volunteers who successfully completes training session. •Volunteers having their requirement to cater their specific needs. •They will get a pool of employment ready 8/26/2013 Manthan 7 g GSD score will be given preference in availing government schemes and loans . p y y youth which will cater to their customized requirements.
  • Structure of Regional Office Regional Head Recruitment & •This team’s major task is to generate•This team basic task•This team will •This team’s task is Recruitment & Scheduling Team Co-ordination team Media & IT Team Feedback & Finance Team task is to generate widespread advertisement of this volunteer driven training •This team basic task is to manage logistic and stay of volunteers at Regional office site This team will work on identification and recruitment of volunteer at i l l l to manage the finances of volunteer driven training program including recr itmentprogram. •This team’s other major task is to develop videos of • It will be also responsible for efficient conduct of training session and regional level. •This team will also schedule training session recruitment, transport,stay of volunteers to distribution of training kit .p training pedagogy in local languages of various sectors in that region and make it available at training session and collection of feedback from volunteers and youth. g taking into account the availability of volunteers and location •This team will also manage Expert- Youth-Industry consortium annually 8/26/2013 Manthan 8 make it available at central servers. location. consortium annually.
  • Cost Assumption Organization Cost Regional office maintenance + Salary=1 Crore Total Regional •Assumed there are 50 Regional office •Salary figure is At every Crore Logistic Cost Transportation Cost + Inventory Cost+ Regional office cost=50*1.5 =75 crore of employees at district and at central office. At every regional office p y Expert-Youth-Industry Consortium Cost + Awards And Recognition +will be approximately equals= 20 lakhs Technology Cost Total Yearly Technology Cost Software Cost + Hardware Cost(one- time)+ Media Coverage Cost+ Communication Cost approximately Equals =20 lakhs Yearly Cost =80 Crore Central Office Cost=5crore Equals 20 lakhs Central Training pedagogy development cost and maintenance + review + Expert’s cost + Salary + Maintenance of Training Videos at 8/26/2013 Manthan 9 Central Office Cost Salary + Maintenance of Training Videos at NSDC servers + Office maintenance Cost +Training Kit Cost at central Office will be approximately equals = 5 Crore
  • Impact of our Model Structured Approach •Making youth employment ready is our final objectives to be attained •Development of objectives for each sector for various regions. Three Pillars of Our Model: Core Impact Cost Impact •Cost of Rs 80 Crore is very less considering the outcome of this system. Increased employability of youth, maximum reach through ICT. •This Cost of Rs 80 Crore can be generated by(Developing standards for each sector applicable at various regions) •For e.g.: Agriculture requirements in north-east region will be different from south. etc. •A strategic teaching pedagogy is implemented. Time Bound & Scientific training approach •This Cost of Rs 80 Crore can be generated by marketing the Training kit Logos front and back to private sector. •Training sessions will be endorsed by private players who want customized employees according to their needs. Youths will be charged at very •Launch of nation wide campaign with a focused goal of reaching minimum absolute standards to make youth job ready or self reliant. •Time frame will vary from sector to particular region requirements will be decided by regional offices. •Students will be tested before start of the training session and after its l ti t th i i t o e eeds. ou s w be c ged ve y nominal rates to generate revenue. •The cost will be beard by state and central government on 50:50 basis. Existing Mechanismscompletion to gauge their improvement. •Students will be judged on the parameters already drafted based on basics of bridging skill gap in that sector. Boosting employability, considering regional demands Existing Mechanisms •No existing models check on employability skills of youth on various sectors customizable according to regional requirements. •This system has effectively vast reach through theg p y y, g g •Sustained Accountability, monitoring and feedback mechanism at regional office will enhance the employability of local youth and contribute in development of training pedagogy based on regional requirements. •The Regional offices will be categorized into bronze, silver and gold d di h i f d f i i This system has effectively vast reach through the use of ICT and communication systems. •No other model is self monitoring and self sustained as this model. •Imparting GSD scores to volunteers will give a boost to their motivation. 8/26/2013 Manthan 10 category depending upon their performance and top performing regions will be awarded •Video feed of training sessions in regional language will reach youth of area who cannot attend these sessions. Thus increasing the reach of the training.. •Scientific training pedagogy is developed and reviewed yearly to bridge the skill gap to enhance employability.
  • Challenges and Risk faced by this Model Government Challenges Implementation Challenges Management Challenges •Government needs to be satisfied about the viability of this model. •This model requires proper coordination between central and regional offices. •Managing large no. of volunteers from recruitment to scheduling their training session is quite challenging •This model requires that it should be mandatory for government or private organization to release their employees as volunteers to •Existing government infrastructure will be used it will be a tough ask to integrate existing system with this model. is quite challenging. •Timely development and delivery of training pedagogy for each sector applicable in a region is quite a task employees as volunteers to impart training sessions. •Government has to tackle some political and regional issues. •Development of training pedagogy on Scientific track by various industry experts and psychologists is challenging •Compiling results and feedback of 50 regional offices and developing training pedagogy based on customized demands of a region is an enormous task •This model requires strong will of Central and State government towards bridging skill gap to generate employment Primary Education Learning Outcomes. psychologists is challenging. •Predefined set of guidelines on these models can be helpful to mitigate above challenges. a region is an enormous task. •This requires dedicated team of workers and commitment on the Outstanding employees should b d d ll 8/26/2013 Manthan 11 Education Learning Outcomes. be awarded annually.
  • RefrencesRefrences Report of the task force on employment opportunities Planning Commission government of I di 2008India 2008 National Skill Development Corporation, India http://nsdcindia.org/ Skill Development in India, Vocational Education and Training System Entrepreneurship in India National Knowledge Commission 2008Entrepreneurship in India, National Knowledge Commission 2008 Towards a Knowledge Society, National Knowledge Commission India, 2008 Aspiring Minds Online at: http://www.aspiringminds.in/press_doc/47_graduates_in_india_are_unemployable_for_any_j b i i i d ti l l bilit t d t dfob_aspiring_minds_national_employability_report_graduates.pdf Skill development initiatives Online at : http://www.isas.nus.edu.sg/Attachments/PublisherAttachment/ISAS_Special_Report_No__15 _-_Skill_Development_Initiatives_in_India_11072013150412.pdf The Challenge of Employment in India :An Informal Economy Perspective (April, 2009) Online at: http://dcmsme.gov.in/The_Challenge_of_Employment_in_India.pdf