Industrial Relations Course Presented To Sir Sohaib Baig Presented By Misbah Kanwal 9804 Umair Bhatti 62090 Rabia Nawaz 61280 Kanwar Humayun 60483

1. APPRENTICESHIP
PRESENTED TO
SIR SOHAIB BAIG
PRESENTED BY
MISBAH KANWAL (9804)
UMAIR BHATTI (62090)
RABIA NAWAZ (61280)
KANWAR HUMAYUN (60483)

2. APPRENTICESHIP HISTORY
APPRENTICESHIP PROGRAM IN PAKISTAN WAS INITIALLY
INTRODUCED IN 1958 – VOLUNTARY FOR PRIVATE SECTOR –
SETTING EXAMPLE IN PIA, RAILWAYS ETC.
BUT OFFICIALLY IT WAS INTRODUCED IN 1960, WHEN PAKISTAN
WITNESSED A MASSIVE WAVE OF INDUSTRIALIZATION.

3. DEFINITION
• An apprenticeship is a system of training a new generation of practitioners of
a trade or profession with on-the-job training with some accompanying study
(classroom work and reading).
Most of apprenticeship training is done while working for an employer who
helps apprentices to learn their trade or profession, in exchange for their
continued work for an agreed period.
The apprenticeship is normally carried out under a tripartite contract
agreement between an apprentice, an employer and the state
representative.

4. APPRENTICESHIP CYCLE

5. CHARACTERISTICS OF APPRENTICESHIP
• Oldest method of acquiring skills
• Learning takes place on the job
• Based on learn cum earn basis
• Can cater variety of trades
• Reliable & economical system
• Employment opportunities after training
• Opportunity for employer to select best workers

6. PROGRESS OF APPRENTICESHIP OVER THE
YEARS

7. PROCEDURE AT A GLANCE
• Advertisement by employer in newspaper
• Applications by candidates
• Written test / Interview
• Final selection of apprentices by employer
• Start of apprenticeship
• Monthly stipend to be paid by employer
• Registration of apprenticeship contract with competent authority

8. TO BE CONTINUE
• All training material to be provided by employer
• Practical on the job training by employer
• Related Theoretical Instructions by employer
• Change of trade (if any) by competent authority
• Premature termination (if any) by competent authority
• Periodical tests by employer
• Final test by employer
• Certification of apprenticeship by competent authority

9. SINDH TECHNICAL EDUCATION & VOCATIONAL TRAINING
AUTHORITY

10. SINDH TECHNICAL EDUCATION & VOCATIONAL TRAINING
AUTHORITY
HISTORY
• Technical Education was offered in the Engineering Colleges
• The 1st Polytechnic Institute, now Govt. College of Technology (GCT),
Karachi was established in 1955
• Controlled by three different departments i.e. 182 Institutes -
Education & Literacy, 34 Institutes
• Proficiency gaps
• TEVT Institutions adopted by other provinces

11. MISSION
Skill for employability and sustainable socio-economic
development.

12. VISION
• Sindh TEVTA provides demand driven, flexible and inclusive skills
training to develop a competitive workforce, and to meet the needs of
the local labor market including those in the
informal economy. The training shall be competency-based quality
assured, and industry-led. The training also contributes to the
economic growth, promotes lifelong learning, enhances enterprise
competitiveness, and supports the development of rural community.

13. OBJECTIVES
• Promote employability and lifelong learning through competency-
based, high quality and relevant skills training.
• Strengthen linkages with industry and promote Public Private
Partnership (PPP). Promote access and equity in training for specific
groups including those in the informal
economy and rural areas.

14. ROLE OF STEVTA
• Enhance employability
• Skill development
• Monitoring & Controlling
• Registration

15. QUESTIONS/ANSWERS
• How many board members do they have?
• How many apprenticeable trades are in present?
• Is there any specific criteria for girls, boys, adolescent, or disable
person? Or is there any specific course for boys only or girls only?
• How many students are currently doing apprenticeship? And what is
the average ratio of passing out students on annual basis?

16. TO BE CONTINUE
• What is the shortest and longest time period of any
apprenticeship program?
• Do industries give them probationary period of three months?
• What is the hiring procedure after completing apprenticeship
program? At which percent they recruit them?
• What stipend amount do industries pay during first, second and
third year?

17. TO BE CONTINUE
• Do industries pay them monthly or weekly basis?
• What is the ratio of theoretical and practical training?
• If employee breach the contract after probationary period, how
do you treat him/her?
• If at any time after probationary period employer is unable to
continue the program, how do you compensate apprentice then?

18. TO BE CONTINUE
• What are the minimum qualifications or skills required for
apprenticeship? Or what is the eligibility criteria?
• What are the working hours for them? And rules for leaves and
holidays?
• Do industries get income tax relief on apprenticeship scheme?
• If any apprentice fails to carry out terms of the apprenticeship
contract after probationary period, how do you treat him/her?

19. TO BE CONTINUE
• Where do industries you advertise these vacancies?
• Do you have Apprenticeship fund? Or offer apprenticeship programs
on behalf of any other organization?
• What are the causes of very low ratio of apprenticeship in Pakistan?
• According to your vision, you develop workforce meeting local and
international labor market needs. How much do you think you have
achieved your vision?
• Do you people refer or foreign placement center coordinate with you?

20. HILL PARK HOSPITAL

21. VISION
• Park Hill Hospital values “The Ramsay Way”, that is:
• We are caring, progressive, enjoy our work and use a positive spirit to
get things done.
• We take pride in our work and actively seek new ways of doing things
better.
• We value integrity, credibility and respect for the individual.

22. MISSION
• We value integrity, credibility and respect for the individual.
• We build constructive relationships to achieve positive outcomes for
all.
• We believe that success comes through recognizing the value of
people and encouraging that value through professional and personal
development.

23. CORE VALUES
• Integrity
• Ownership
• Positive Spirit
• Innovation
• Teamwork

24. ORGANIZATIONAL CHART

25. QUESTIONS/ANSWERS
• Training ratio
• Total numbers of employees
• Training Programs
• Time Duration
• Probationary Period
• Hiring of trainees

26. TO BE CONTINUE
• Ratio of theoretical and practical training
• Breach of the Contract
• Eligibility criteria
• Advertisement of these vacancies
• Selection Criteria
• Working hours & leaves and holidays