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“PROJECT KAUSHAL”
-TEAM CLC
- Aayushi Saxena
- Abhinav Sharma
- -Kailash Panday
-- Rishi Kumar
- Sneha Singh (Team Coordinator)
Campus Law Centre, Faculty of Law, Delhi University
“BOOSTING SKILL SETS: Increasing the
employability of youth”
Current education system is unable to produce ‘job ready’
labour….India is heading towards Demographic Disaster.
Current Scenario
A. Mismatch between the formal education and employer
requirements:
 Only 10% of educated force is employable.
 While in interview approximately 60% candidates
are screened due to lack of communication skills.
 Rest 25% are screened for analytical skills and
5% for their lack of knowledge in their respective
domain.
 Hence, 90% of educated youth force are lacking in
one of these three main skills required for job and
employment.
B. Attrition Problem:
 Organizations invest heavily during probation but
are unable to retain them post-training. Therefore
considerable loss – financial and otherwise - for
organizations as they become assets for others.
C. Economy in Transition:
 As a country progresses from agrarian to an
industrial society, role of manufacturing sector
becomes important as service sector cannot absorb
low-skilled and semi-skilled labor.
D. Demographic Dividend to Demographic Nightmare
 By 2020, the average Indian will be only 29 years of
age, compared with 37 in China and the U.S., 45 in
Western Europe, and 48 in Japan.
 Therefore , if the employability of the youth does
not become the focal point of policy formulation
and implementation, then the expected
demographic dividend may turn into disaster.
What National Employability Report Says:
• The Percentage of ready-to-deploy engineers for IT jobs is
dismally low at 2.68%.
• Concentrating on the quantity of engineers has impacted
quality drastically.
• Few top colleges have higher employability as compared to
rest of the colleges.
• A large number of colleges are at exceptionally low
employability.
• Employability scene is better in metros as compared to non-
metros as students have better exposure.
• Students in government colleges do much better than those
in private college.
• Some States fare better
Its not only about creating more jobs but also boosting
skill sets of the youth with the existing jobs that we
have.
Ours is a holistic solution and we shall implement in a
phased manner as below
Counselling
• Counseling in schools (Std IX to XII )
• Counseling in the Employment Exchanges post Std XII which will map the skill sets of the applicants.
• For rural areas where formal schooling is not the norm, counseling can encourage the students to join formal schooling
and devote 2-3 days per week towards that along with the job.
Training/
Apprenticeshi
p
• Soft Skills
• Analytical and Problem Solving Skills
• Domain Knowledge
Post Training
• Absorption can take place in leading Government and Private organizations.
• Some of the students may wish to start their own business/start-ups (self-employment). Funding them will be crucial.
Government and Private sector can be roped in to provide funds. Other innovative methods such as venture capital funds,
Angel investors etc can be looked at.
Alumni
Interaction
• Act as a source of inspiration.
• Must be regular – at least twice a year.
• Students will be aware of the current demands of the profession and how can they make themselves more competitive
and market themselves better.
Refresher
Courses
• Through online and offline certification courses.
• Chances to study abroad. This will impart global skills and a chance to experience global best practices.
• Imparting managerial skills as they gain more experience and gain seniority.
Apprenticeships and Skill Development
What is Apprenticeship?
Method in which trainees learn a
craft or trade by hands-on
experience while working with a
skilled worker, usually under a
written or implied agreement.
Why is it important?
Equipping the labor force with
productive skills lies at the heart
of tapping the demographic
dividend. Apprenticeships are
an effective way of ensuring
that entry-level workers have
the skills required to join the
formal workforce by ‘learning
on the job’ and even ‘earning
while learning’.
What do they do?
Aid five important transitions in
the labor force - from agriculture
to non-agriculture, rural to urban,
unorganized sector to the
organized, school to work,
subsistence self-employment to
wage employment.
German Model
• Germany has a well-known
dual education system that
combines classroom/online
courses at a vocational school
with workplace experience at a
company.
• School authorities are
responsible for the former while
the company is responsible for
the latter.
•More than 75 per cent of
Germans below the age of 22
have attended an
apprenticeship programme.
Indian Laws that govern
Apprenticeship
It is governed by The Apprentice
Act 1961 and the Apprenticeship
Rules 1992.
Our Proposal
• These programs will be mandatory
and inseparable part of the
school/college/graduation
curriculum.
• This will link universities/
educational institutes with industry.
• Some organizations already have
in-house apprenticeship programs
These can be extended to others as
well.
• A dedicated website that will link
students/applicants to the
employers. Applicants can upload
their CVs and employers can access
the database to select the suitable
candidates.
• German model can be adapted
and adopted to suit Indian
conditions.
Benefits
A 2005 Task Force Report on Apprentices in
the UK, demonstrated that the benefits of
apprenticeships include increased
productivity, lower net costs of training
(versus training non apprentices), greater staff
retention, and a highly motivated workforce.
How To Implement
A. Identification of Special Focus Areas
 Implementation of the proposed solution to be started on a pilot basis on Special Focus Areas with higher problems of
unemployment and skill shortages.
B. Application of Bottom-up Approach
 Blue Print to be provided to the local community and the youth themselves and responsibility to be given to them for
implementation. “Bottom Up Approach – Gram Sabhas will be given the primary responsibility of identification of Youth
and linking them with Counsellors.
C. Use of existing infrastructure
 Extensive use of local resources such as existing government and private schools and teachers.
 Use of existing infrastructure shall avoid the cost of setting up new infrastructure.
 In-house Training Schools of corporations will also be utilised.
 In the long run, new state –of –the –art training facilities will be created.
D. Optimum utilization of existing resources
 After successful implementation of pilot project, already trained manpower shall be utilised to train the resources in
other areas.
 The trained graduates of the pilot scheme shall act as a source of inspiration and change agents for other areas through
regular interactions/workshops/seminars.
E. Use of Social Media
 Use of social medias like Facebook/Twitter /Tumbler to create awareness and create interest groups/communities
where domain specific and relevant issues can be discussed.
F. Surveys and Audits
 Regulars surveys and audits by third parties to evaluate the success and effectiveness of the program. Annual Reports
will be published for public reference. ( As done by Pratham NGO)
G. Linkage with Ministry of Human Resource and Development
 MoHRD will be kept in loop so that national policies so framed will be in consonance with the program.
 Every Year some amount will be allocated in the budget itself.
Organization and Fund
 There shall be a district level committee to be headed by the District Collector that will supervise the
implementation of the project. The DC shall report to the State Level committee which in turn will report
to the national monitoring committee.
 There shall be a national monitoring committee with focus on each implementation phase to support the
program.
National
Committee
State Level
Committee
District Level
Committee
Focus Ares
State Level
Committee
District Level
Committee
Focus Areas
Gram Sabhas Colleges
Total Funding
Required
Organization Cost
Administration@50
Lakhs p.a.
Counseling /Training
and Monitoring Staff
@50Lakhs p.aa
Infrastructure Cost
For improvising
existing infrastructure
@50 Lakh
IT Infrastructue/New
Establishments @50
Lakh p.a.
Organizational Structure Funds Requirement
Implementation of the solution
Counselling Training
Counselling Experts shall be linked to Secondary
and Higher Secondary Schools.
Skill Mapping to be done in consultation with the
parents
Youths Groups to be formed on the basis of their
interest and the skill mapping results
Training shall be imparted on the basis of the
youth groups formed.
Counselling to be extended post 12th std.
Creation of database-: On the basis of skill
mapping profile etc, database will be created
which in turn will be linked with job portals,
Employment Exchange and industries.
Counselling will be done to show the importance
of basic formal schooling for drop-outs.
We shall have different training for undergraduates and non
undergraduates(includes those who have primary and
secondary education, drop outs or no formal education)
For Undergraduates:
Apply dual system where undergraduates will be provided
training along with their formal education.
Certain credits will be attributed to the apprenticeships. This
will incentivise students to undertake the program.
For Non-undergraduates:
Short term courses spanning 3-6 months after which they
can acquire a skill and get a job.
Collaboration with the industry to impart domain
training:
1. Companies will save on training costs spent on untrained
new recruits.
2. Students will gain the required job-ready skills.
Online Courses to be introduced for wider reach. Existing
Kiosks and computer centres will be used.
An examination at the end of every module to keep a track
of improvement in trainees and those who fail will be given
an opportunity to improve and reappear.
Post Training
After Training the Youth shall have two options:
1. Jobs
2. Self Employment/Entrepreneurship
For those opting Jobs:
 Through industry collaboration they shall be placed in their specific industry.
 Industry will be encouraged to provide pre-placement offers as students have been trained in the same
company.
For those opting self employment:
 Provide with the seed fund to start their venture.
 Funds shall be arranged through:
•Subsidized Loans from Financial Institutions
•Angel Funds/Venture Capital
•Funds from Alumni
•Government schemes
Strict Monitoring to be done and Support to be provided in the initial days.
Alumni Interaction
 Regular interaction with the alumni and success stories through biannual seminars, workshops and
alumni meets.
Refresher Program
 Already absorbed students will be given an opportunity to update their skills through refresher
programs which will also include leadership skills. Government or industry can contribute towards a Skill
Enhancement Fund (SEF) which can fund studies or short term programs abroad for those who cannot
afford it.
Impact of the Proposed Solution
Easy Execution
 The first thing is that the solution proposed here is a ‘Pilot Project’, so it can be conveniently
executed on few of the targeted states or area, & then it can be launched for the entire nation
more confidently.
Outcome of the pilot
 1 lakh Pre-skilled graduates will be market-ready in the pilot phase.
Substantial savings in cost and manpower
 Industries won’t have to invest the extra cost & time on developing skilled manpower, which
will serve both of them.
Manufacturing gets a boost
 India is lacking behind in its ‘manufacturing sector’, that can be boosted up well once it has the
army of polished peoples.
Domain Expertise
 Linking the Industry with the academic persona will enhance specialization in the concerned
interested area of the student.
Innovative Way to Engage the Alumni
 Alumni has been a contrasting factor of our model- making their contribution compulsory
would not only solve the funds problem, but further considerably absorb the youths providing
them a platform and it will even build up their goodwill.
The impact of the pilot shall be visible from the
very first year.
CHALLENGES MITIGATION FACTORS
 Conventional mindset of people:- Family
pressure to pursue some profession and not to
go for some other profession . Judging a
profession either as good or bad can hinder the
task of developing skills.
 Funding:- This is a pilot project and only the
existing infrastructure is being used. But if it has
to be implemented on a larger scale, then more
capital and adequate infrastructure would be
required.
 Alumni may not contribute:- Alumni of various
institutions might not always be ready to give
their full support.
 Loopholes in The Apprentice Act 1961:- The
organizational structure and rules and
regulations overseeing it are complex and
burdensome.
 Inept for women:- societal thinking might not
allow them to get trained for few skills.
 Counseling :- Counseling will help out the youth
to cope up with the peer pressure and the
orthodox mindset.
 Corporate Social Responsibility & Tax
Incentives:- Funds can be backed up by the
prominent firms under CSR concept & providing
the tax benefits for the same will boost up it
further.
 Alumni- Contribution:- It has to be made
compulsory, whether in form of monetary terms
or providing skills via internship/ apprenticeship.
 Favorable Laws :- Modification & Formulation
of favorable laws to serve the purpose.
 Group Therapy :- As far as the conventional
mind set of the families has been concerned
regarding a particular profession or females,
group therapy can come to rescue.
References :
 Economic Survey 2012-13
 National Employability Report
 Sam Pitroda Committee Report
 National Skill Development Corporation
 Wikipedia
 Youth Employment and Unemployment: an Indian Perspective (ILO)
 Youth Employment and Unemployment in India (Indira Gandhi
Institute of Development Research, Mumbai April 2011)
 State of Urban Youth, India 2012
 National Skill Envelopment Corporation Knowledge Bank

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CLC-2013

  • 1. “PROJECT KAUSHAL” -TEAM CLC - Aayushi Saxena - Abhinav Sharma - -Kailash Panday -- Rishi Kumar - Sneha Singh (Team Coordinator) Campus Law Centre, Faculty of Law, Delhi University “BOOSTING SKILL SETS: Increasing the employability of youth”
  • 2. Current education system is unable to produce ‘job ready’ labour….India is heading towards Demographic Disaster. Current Scenario A. Mismatch between the formal education and employer requirements:  Only 10% of educated force is employable.  While in interview approximately 60% candidates are screened due to lack of communication skills.  Rest 25% are screened for analytical skills and 5% for their lack of knowledge in their respective domain.  Hence, 90% of educated youth force are lacking in one of these three main skills required for job and employment. B. Attrition Problem:  Organizations invest heavily during probation but are unable to retain them post-training. Therefore considerable loss – financial and otherwise - for organizations as they become assets for others. C. Economy in Transition:  As a country progresses from agrarian to an industrial society, role of manufacturing sector becomes important as service sector cannot absorb low-skilled and semi-skilled labor. D. Demographic Dividend to Demographic Nightmare  By 2020, the average Indian will be only 29 years of age, compared with 37 in China and the U.S., 45 in Western Europe, and 48 in Japan.  Therefore , if the employability of the youth does not become the focal point of policy formulation and implementation, then the expected demographic dividend may turn into disaster. What National Employability Report Says: • The Percentage of ready-to-deploy engineers for IT jobs is dismally low at 2.68%. • Concentrating on the quantity of engineers has impacted quality drastically. • Few top colleges have higher employability as compared to rest of the colleges. • A large number of colleges are at exceptionally low employability. • Employability scene is better in metros as compared to non- metros as students have better exposure. • Students in government colleges do much better than those in private college. • Some States fare better Its not only about creating more jobs but also boosting skill sets of the youth with the existing jobs that we have.
  • 3. Ours is a holistic solution and we shall implement in a phased manner as below Counselling • Counseling in schools (Std IX to XII ) • Counseling in the Employment Exchanges post Std XII which will map the skill sets of the applicants. • For rural areas where formal schooling is not the norm, counseling can encourage the students to join formal schooling and devote 2-3 days per week towards that along with the job. Training/ Apprenticeshi p • Soft Skills • Analytical and Problem Solving Skills • Domain Knowledge Post Training • Absorption can take place in leading Government and Private organizations. • Some of the students may wish to start their own business/start-ups (self-employment). Funding them will be crucial. Government and Private sector can be roped in to provide funds. Other innovative methods such as venture capital funds, Angel investors etc can be looked at. Alumni Interaction • Act as a source of inspiration. • Must be regular – at least twice a year. • Students will be aware of the current demands of the profession and how can they make themselves more competitive and market themselves better. Refresher Courses • Through online and offline certification courses. • Chances to study abroad. This will impart global skills and a chance to experience global best practices. • Imparting managerial skills as they gain more experience and gain seniority.
  • 4. Apprenticeships and Skill Development What is Apprenticeship? Method in which trainees learn a craft or trade by hands-on experience while working with a skilled worker, usually under a written or implied agreement. Why is it important? Equipping the labor force with productive skills lies at the heart of tapping the demographic dividend. Apprenticeships are an effective way of ensuring that entry-level workers have the skills required to join the formal workforce by ‘learning on the job’ and even ‘earning while learning’. What do they do? Aid five important transitions in the labor force - from agriculture to non-agriculture, rural to urban, unorganized sector to the organized, school to work, subsistence self-employment to wage employment. German Model • Germany has a well-known dual education system that combines classroom/online courses at a vocational school with workplace experience at a company. • School authorities are responsible for the former while the company is responsible for the latter. •More than 75 per cent of Germans below the age of 22 have attended an apprenticeship programme. Indian Laws that govern Apprenticeship It is governed by The Apprentice Act 1961 and the Apprenticeship Rules 1992. Our Proposal • These programs will be mandatory and inseparable part of the school/college/graduation curriculum. • This will link universities/ educational institutes with industry. • Some organizations already have in-house apprenticeship programs These can be extended to others as well. • A dedicated website that will link students/applicants to the employers. Applicants can upload their CVs and employers can access the database to select the suitable candidates. • German model can be adapted and adopted to suit Indian conditions. Benefits A 2005 Task Force Report on Apprentices in the UK, demonstrated that the benefits of apprenticeships include increased productivity, lower net costs of training (versus training non apprentices), greater staff retention, and a highly motivated workforce.
  • 5. How To Implement A. Identification of Special Focus Areas  Implementation of the proposed solution to be started on a pilot basis on Special Focus Areas with higher problems of unemployment and skill shortages. B. Application of Bottom-up Approach  Blue Print to be provided to the local community and the youth themselves and responsibility to be given to them for implementation. “Bottom Up Approach – Gram Sabhas will be given the primary responsibility of identification of Youth and linking them with Counsellors. C. Use of existing infrastructure  Extensive use of local resources such as existing government and private schools and teachers.  Use of existing infrastructure shall avoid the cost of setting up new infrastructure.  In-house Training Schools of corporations will also be utilised.  In the long run, new state –of –the –art training facilities will be created. D. Optimum utilization of existing resources  After successful implementation of pilot project, already trained manpower shall be utilised to train the resources in other areas.  The trained graduates of the pilot scheme shall act as a source of inspiration and change agents for other areas through regular interactions/workshops/seminars. E. Use of Social Media  Use of social medias like Facebook/Twitter /Tumbler to create awareness and create interest groups/communities where domain specific and relevant issues can be discussed. F. Surveys and Audits  Regulars surveys and audits by third parties to evaluate the success and effectiveness of the program. Annual Reports will be published for public reference. ( As done by Pratham NGO) G. Linkage with Ministry of Human Resource and Development  MoHRD will be kept in loop so that national policies so framed will be in consonance with the program.  Every Year some amount will be allocated in the budget itself.
  • 6. Organization and Fund  There shall be a district level committee to be headed by the District Collector that will supervise the implementation of the project. The DC shall report to the State Level committee which in turn will report to the national monitoring committee.  There shall be a national monitoring committee with focus on each implementation phase to support the program. National Committee State Level Committee District Level Committee Focus Ares State Level Committee District Level Committee Focus Areas Gram Sabhas Colleges Total Funding Required Organization Cost Administration@50 Lakhs p.a. Counseling /Training and Monitoring Staff @50Lakhs p.aa Infrastructure Cost For improvising existing infrastructure @50 Lakh IT Infrastructue/New Establishments @50 Lakh p.a. Organizational Structure Funds Requirement
  • 7. Implementation of the solution Counselling Training Counselling Experts shall be linked to Secondary and Higher Secondary Schools. Skill Mapping to be done in consultation with the parents Youths Groups to be formed on the basis of their interest and the skill mapping results Training shall be imparted on the basis of the youth groups formed. Counselling to be extended post 12th std. Creation of database-: On the basis of skill mapping profile etc, database will be created which in turn will be linked with job portals, Employment Exchange and industries. Counselling will be done to show the importance of basic formal schooling for drop-outs. We shall have different training for undergraduates and non undergraduates(includes those who have primary and secondary education, drop outs or no formal education) For Undergraduates: Apply dual system where undergraduates will be provided training along with their formal education. Certain credits will be attributed to the apprenticeships. This will incentivise students to undertake the program. For Non-undergraduates: Short term courses spanning 3-6 months after which they can acquire a skill and get a job. Collaboration with the industry to impart domain training: 1. Companies will save on training costs spent on untrained new recruits. 2. Students will gain the required job-ready skills. Online Courses to be introduced for wider reach. Existing Kiosks and computer centres will be used. An examination at the end of every module to keep a track of improvement in trainees and those who fail will be given an opportunity to improve and reappear.
  • 8. Post Training After Training the Youth shall have two options: 1. Jobs 2. Self Employment/Entrepreneurship For those opting Jobs:  Through industry collaboration they shall be placed in their specific industry.  Industry will be encouraged to provide pre-placement offers as students have been trained in the same company. For those opting self employment:  Provide with the seed fund to start their venture.  Funds shall be arranged through: •Subsidized Loans from Financial Institutions •Angel Funds/Venture Capital •Funds from Alumni •Government schemes Strict Monitoring to be done and Support to be provided in the initial days. Alumni Interaction  Regular interaction with the alumni and success stories through biannual seminars, workshops and alumni meets. Refresher Program  Already absorbed students will be given an opportunity to update their skills through refresher programs which will also include leadership skills. Government or industry can contribute towards a Skill Enhancement Fund (SEF) which can fund studies or short term programs abroad for those who cannot afford it.
  • 9. Impact of the Proposed Solution
  • 10. Easy Execution  The first thing is that the solution proposed here is a ‘Pilot Project’, so it can be conveniently executed on few of the targeted states or area, & then it can be launched for the entire nation more confidently. Outcome of the pilot  1 lakh Pre-skilled graduates will be market-ready in the pilot phase. Substantial savings in cost and manpower  Industries won’t have to invest the extra cost & time on developing skilled manpower, which will serve both of them. Manufacturing gets a boost  India is lacking behind in its ‘manufacturing sector’, that can be boosted up well once it has the army of polished peoples. Domain Expertise  Linking the Industry with the academic persona will enhance specialization in the concerned interested area of the student. Innovative Way to Engage the Alumni  Alumni has been a contrasting factor of our model- making their contribution compulsory would not only solve the funds problem, but further considerably absorb the youths providing them a platform and it will even build up their goodwill. The impact of the pilot shall be visible from the very first year.
  • 11. CHALLENGES MITIGATION FACTORS  Conventional mindset of people:- Family pressure to pursue some profession and not to go for some other profession . Judging a profession either as good or bad can hinder the task of developing skills.  Funding:- This is a pilot project and only the existing infrastructure is being used. But if it has to be implemented on a larger scale, then more capital and adequate infrastructure would be required.  Alumni may not contribute:- Alumni of various institutions might not always be ready to give their full support.  Loopholes in The Apprentice Act 1961:- The organizational structure and rules and regulations overseeing it are complex and burdensome.  Inept for women:- societal thinking might not allow them to get trained for few skills.  Counseling :- Counseling will help out the youth to cope up with the peer pressure and the orthodox mindset.  Corporate Social Responsibility & Tax Incentives:- Funds can be backed up by the prominent firms under CSR concept & providing the tax benefits for the same will boost up it further.  Alumni- Contribution:- It has to be made compulsory, whether in form of monetary terms or providing skills via internship/ apprenticeship.  Favorable Laws :- Modification & Formulation of favorable laws to serve the purpose.  Group Therapy :- As far as the conventional mind set of the families has been concerned regarding a particular profession or females, group therapy can come to rescue.
  • 12. References :  Economic Survey 2012-13  National Employability Report  Sam Pitroda Committee Report  National Skill Development Corporation  Wikipedia  Youth Employment and Unemployment: an Indian Perspective (ILO)  Youth Employment and Unemployment in India (Indira Gandhi Institute of Development Research, Mumbai April 2011)  State of Urban Youth, India 2012  National Skill Envelopment Corporation Knowledge Bank