ER FORUM- Mackay

1. VOCATIONAL AND SKILL TRAINING
TO
MEET THE DEMAND OF INDIA’S EXPANDING ECONOMY
A. K. BHANDARI
SKILL COUNCIL FOR MINING SECTOR
THIRD NATIONAL ENERGY AND RESOURCE SERVICES FORUM
MACKAY, QUEENSLAND, AUSTRALIA 11th May, 2017

2. In its march towards accelerated economic growth Government
of India launched “Make in India and Skill India ” missions
‘’Make in India’’ focuses on building an effective physical infra
structure
‘’Skill India’’ to ensure availability of Skilled manpower
Introduction

3.  Indian Government has a target of 400 million people to be up-skilled by
2022
 Pradhan Mantri Kaushal Vikas Yojana (PMKVY) is the key scheme of the
Ministry of Skill Development and Entrepreneurship to mobilize Indian
youth to take up skills training
 Financial incentives are provided to trainees who are successfully
trained, assessed and certified in skill course run by affiliated training
partners
 Increasing focus towards Transnational Standards and setting up
International Skill Development Centers in India
 Foreign Skill Training providers can get their programs registered with
NSDC to access subsidy for delivering training in India
Skill India Mission

4.  To bring uniformity in training delivery and quality assurance, National Skill
Qualification Framework (NSQF) was launched in December, 2013
 NSQF is a competency based framework to integrate general and vocational
education. All vocational training to be aligned to the NSQF by end of 2018
 A separate ministry – Ministry of Skill Development & Entrepreneurship was
setup in November, 2014
The Ministry is supported by its functional arms-
National Skill Development Agency (NSDA),
 National Skill Development Corporation (NSDC) and
 Sector Skill Councils (SSCs)
Government Initiatives

5. National Skill Development & Entrepreneurship Policy, 2015 provides an
umbrella framework for Skilling activities carried out within the country and
align them with common standards linking skilling with demand centers
The Policy aims at
 Raising the quality of training and making it industry relevant
 Building the base of certified trainers and assessors, and improving the
quality of training delivery
 Government plans to promote employment of certified manpower in the
country
National Skill Development
and
Entrepreneurship Policy 2015

6.  Mining sector is an important segment of Indian economy
 Currently the mineral sector (other than petroleum & natural gas)
contributes about 2% to the GDP.
 Coal and Lignite – 1%,
 Metallic and non- metallic minerals about - 0.4%
 Minor minerals – 0.6%.
The key growth drivers are:
 Thrust on mineral exploration and technology
 New exploration policy
 Government aims at increasing the volume of mined minerals by 30%
to 35% annually and increase the share of mining in GDP by 1%.
To achieve this, industry needs a skilled workforce
Contribution of Mining Sector

7.  Currently in the organized sector there are around 4,000 operating
Metallic and Non- Metallic Mines including 600 for Coal and Lignite.
 Mining sector accounts for ~ 0.5% of Indian’s total workforce.
 Non-Coal Mining is largely fragmented. 86% of the leases are less than
50 hectares, labour intensive, with low level of mechanization.
 Only 14% of mining lease are 50- 200 hectares and above operated both
by public and private sector with high degree of mechanization.
 In the un-organized sector, several thousand small scale mines mining
minor minerals, dimensional stones and quarrying, employ majority of
workforce having no formal training.
Mining Sector Overview

8. The Key factors effecting the human resource and skill requirement in
mining sector are:
 Technology up-gradation
 Advanced and high capacity machinery
 Health and safety at work place
 The mining operations across sub-sectors are witnessing trend
for using advanced and high capacity machinery
This will involve:
 Up-skilling of existing workforce on newer skills and
technologies
 Training incremental human resource entering mining sector
Requirement of Training

9.  The Indian mining industry employed nearly 23.86 lakh workers in 2013-14
across the organized and un-organized sectors.
 The highest occupation engagement in mining sector is in excavation, loading,
hauling and engineering services, health & safety both for opencast and
underground mines.
 The estimated incremental Human Resource demand in mining sector over the
period 2014-22 is anticipated to ~ 2.59 lakh
 The sub sector-wise incremental demand is as follows:
 Mineral Extraction 77.4%
 Associated Services 18.6%
 Prospecting & Exploration 2.7%
 Mineral Processing & Beneficiation 1.3%
Skill Gap Study

10. Incremental demand for workers across NSQF levels are:
 NSQF Level 01 & 02- (unskilled and semi skilled)- 31.3%
 NSQF Level 03- (Skill certification of medium term duration) - ~9.8%
 NSQF Level 04- (Diploma/ITI equivalent certificate holder) - ~38.6%
 NSQF Level 05- (Bachelor’s / Advanced Diploma (Polytechnic) equivalent
degree holders) - ~ 14.0%
 NSQF level 06 and above (Doctorate / Post Graduate or equivalent degree
holders) – ~6.3%
Incremental Demand as per NSQF

11. The key job roles with high projected demand include:
Blasting: Explosive Handler, Shot firer / Blaster
HEMM Operator:
 Opencast: Dumper / Tipper operator, Loader operator, Surface miner
 Underground: SDL / LHD operator, Haulage operator, Timberman,
Roof/Cable bolter
HSE: Safety operator, Environment engineer, Reclamation supervisor
SME: Wire Saw operator, Jack hammer operator
Supervisor: Mining Sirdar, Mining mate
High Demand Occupation

12. 8.9%
8.8%
12.7%
1.4% 9-12% High
9.1%
8.8%
8.5%
8.5%
5.3%
5.1%
5.2%
3.7%
6-9% Medium
3-6% Low
0-3% Lowest
Rest States
Constitutes 14.1%
State Employment 2014-22 %Share
Jharkhand 331 12.70%
Rajasthan 236 9.10%
Chhattisgarh 232 8.90%
Madhya Pradesh 228 8.80%
Odisha 228 8.80%
Andhra Pradesh* 221 8.50%
West Bengal 221 8.50%
Karnataka 137 5.30%
Tamil Nadu 136 5.20%
Gujarat 131 5.10%
Maharashtra 96 3.70%
Goa 36 1.40%
Others 366 14.10%
TOTAL 2,599 100%
Source: NSSO Report 68th round, NIC-2008,
Directorate General of Mines and Safety (DGMS),
Indian Bureau of Mines, Expert Interviews and
Deloitte Analysis
Geographical Distribution of
Incremental Demand 2014-22

13. The mining related graduate and post graduate courses offered by
educational Institutes in India fall under following two categories –
 Primary: Courses where the students are trained primarily for
mining sector i. e ISM- Dhanbad, IIT- Kharagpur etc.
 Auxiliary: There are 245 AICTE affiliated collages which offer
courses oriented towards but non-exclusive to Mining Sector,
can be employed across other sectors
The share of people coming out from primary courses in 2014-15 was
~0.3% while ~99.7% came from auxiliary courses
Higher Education and VET Ecosystem

14. NSQF Level Education Level Indicative Job Roles
NSQF level 6 &
above
Higher Education (Doctorates/ Post
Graduate equivalent)
Geophysicist, Mining Economists,
Remote Sensing Specialist
NSQF level 5
Higher Education (Graduate/
Advanced Diploma equivalent)
Mining Engineer, Material Engineers,
Mining Geologist, Mineral Processing
Engineers
NSQF level 4
Vocational Education (ITI/ Skill
Certification; Statutory
Certification)
Banksman, Mine Electrician, HEMM
Operators, Dewatering Pump Operator,
NSQF level 3 Vocational Education (ITI)
Explosives Handler, Sampler, Timberman,
Mechanic/ Fitter
NSQF level 1 & 2
School Education (Class X and
below)
Mazdoor/ Helpers, Skilled Helpers
Source: Skill Council for Mining Sector; Deloitte Analysis
Educational Qualification
and
NSQF Levels

15. The vocational education institutes offering mining related course in India
comprise ITI’s (Government & private), NSDC Training Partners and Vocational
Training Partners (VTPs). These vocational education institutes offer Auxiliary
trades/ courses in mining sector which are non-exclusive to the sector and the
students trained under it can be absorbed by other sectors as well .
India has a total of 11,108 ITI’s affiliated under NCVT which are offering courses
that are relevant to the mining sector.
Educational
Infrastructure
Number of
Institutes
Number of
Courses Offered
Total Intake
Capacity
Students
Trained
Capacity
Utilization
Government ITI’s 1,699 14 3,07,713 2,38,823 77.6%
Private ITI’s 9,409 15 14,41,251 10,98,074 76.2%
Source: Ministry of Skill Development and Entrepreneurship
Vocational Training (1/2)
The key trades with highest seating capacity across the government and private
ITI’s are Fitter, Electrician, Welder, Mechanic and Machinist.

16. In-addition to the above under the Mines Act 1952 there is a provision
for establishment of vocational training centers by all mines in the
organized sector under Mines Vocational Training Rules 1966, to
provides for gallery, refresher and special training to their in-service
workers.
The sector also sees considerable participation of public and private
sector organizations in skill development activities.
In trades such as Winding Engine Operator, Shot Firer/Blaster, Mining
Sirdar, and Mine surveyor etc., need mandatory certification from
DGMS as per Mines Act 1952
Vocational Training (2/2)

17.  Sector Skill Councils are industry driven partnership organization.
 Skill Council for Mining Sector (SCMS) promoted by Federation
Indian Mineral Industries (FIMI) and supported by Ministry of Mines,
was setup in December, 2013.
 The main task is to develop skill competency standards and
qualification packs, training need analysis, curriculum development etc.
 Plans to up-skill and train 4.5 lakhs workers in mining sector over a
period of 10 years including 50,000 new inductees
 Developed Occupational Map and conducted “Human Recourse &
Skill” requirement study for mining sector
Skill Council for Mining Sector

18.  Recognition of Prior Learning (RPL) is a skill certification program for
the existing workers who have the skill, expertise and experience, but
did not have any skill certificate from the industry
 The objective of the program is to align the competencies of
workforce in both organized and unorganized sectors of mining to the
standards defined as per NSQF guidelines. It will enhance the career
employability of the individual.
 This will also help to map the existing skills in the sector
Recognition of Prior Learning

19. Recognition to Prior
Learning with Bridge
Course
• Training of exiting
workers for up
skilling/certification
• Employees having
less than 5 years of
experience in
relevant job role
• Duration – 10 days
Recognition to Prior
learning without
Bridge Course
• Orientation of
exiting workers
with latest
technology in
relevant job role
• Duration – 2 days
Fresh Short Term
Training
• Common Job role
which are in
demand by
mining industry.
• Duration – 500 to
600 hundred
hours
• PMKVY
Long term Training
• Critical Job role
which are in
demand to
specific mining
company
• Duration – 12 to
18 Months
• Jumbo drill
Operator
• Winding Ending
Operator
Training Modules

20.  Training initiative of SCMS is to ensure availability of certified
workers to improve standards of productivity and safety.
 SCMS has affiliated 43 Training Partners and 13 Assessment Bodies
 SCMS has carried out a series of TOT and TOA programs and has
created a pool of Master Trainers, Trainers and Assessors
 SCMS has identified 14 standalone centers for skill development in
the mining sector through its Training Partners.
 SCMS is also working on creating Centre of Excellence in
collaboration with the industry.
SCMS Training Delivery Infrastructure

21. Standalone centers will be iconic centers that demonstrate aspirational
value for competency based skill development training.
 Focuses on elements of quality, sustainability and connect with
stakeholders in skill delivery process.
 State-of-the-Art equipment and facility, self-contained, fully
equipped with mandatory requirements for their respective job
roles.
 They will run industry-driven courses of high quality with a focus
on employability
 Transforms from a mandate driven footloose model to a
sustainable institutional model
Standalone Centre

22. The center will facilitate and support on optimization and transfer of global best
practices through focused training, skill development, research and
demonstration of technology. The center will carry out following activities at large:
 Conduct SCMS driven programs to develop and train manpower for mining
enterprise and existing organizations
 Facilitation of the upgraded technology into Mining Industry convincing them to
follow on Safety and Automation measures to save times, money and energy.
 To provide various stakeholders or its target group a platform to discuss, share,
deliberate and document various ideas, activities and initiatives round the globe.
 Organize conferences and conclaves on Mining Research and emerging
technologies etc.
 Create Intellectual Property Right Cell and facilitate potential and existing Mining
entrepreneurship in creating, managing and protecting the Intellectual Property
Rights and Patenting their work and organize Patent Reviews seminars.
Centre of Excellence

23. Mine Specific Skill Development is a shared responsibility of Government as well as
Industry, where training is seen as an expense by the industry
Mining is seen as last choice as a career option, need to make mining jobs
aspirational by providing proper guidance and training opportunities
More than 70% of the workforce engaged is at supervisory, operator and below
levels. VET system not geared to meet the training requirements
Use of technology in general skill development programs for operators and other staff
including bridge courses, use of simulator and E- learning etc.
Mining in India remains at early stage in the adaptation curve of Industry 4.0
At higher level training across occupations like instrument control system, HSE
functions and Resource Management etc.
Virtual reality is one of high technology tools that could help mining to transform
Challenges

24.  There is a tremendous scope for VET engagement of Australian Training
Providers and Educational Institution for the skill development in mining
sector in India i.e.
 Participation of Australian Training Providers in Training of Trainer
 Creation of Transnational Standards for overseas employment
 Setting up of Standalone Centers, Corporate Skill Excellence Centre and Centre of
Excellence
 Assessment & certification to be bench marked to International Standards
 Australian providers seeking VET engagement will need to adapt
Australian training products to the local context; Business model that is
high volume and low cost and understanding of India’s complex
business environment.
Opportunities/ Collaborations

25. A SKILLED WORKFORCE WILL ENHANCE PRODUCTIVITY AND SAFETY AT WORKPLACE
Please Contact Us at:
email: scms@skillcms.in Website: www.skillcms.in
Thank You