1. ENGAGING HANDS……
( Boosting Skillsets: Increasing the Employability of the youth )
Presentation by : backyard CRUSADERS
( Faculty of Engineering and Technology , Jamia Millia Islamia )

2. Problems and causes
57% of Indian youth lack sufficient skill sets to
be considered fully employable.
80% of the Indian workforce does not possess
identifiable, marketable skills.
Around 75% of technical graduates and 85%
of general graduates are unemployable.
1.2 crore people will join the job market every
year, over the coming decade.
Rapid population Growth
Limited Land
Seasonal Agriculture
Fragmentation of Land
Defective Educational Structure
Inadequate Employment Planning

3. Overview of Proposed
Solution
Vocational Training
Educational Structure
Reforms
Corporate Partnership
Industry Aligned
Courses
Improving image of
vocational studies
Introduction of
Entrepreneurship
Schemes
Standardization of
Evaluation Criteria
Counselling Sessions
Mass Induction
Program
CSR Boosting Drives
Foreign Firm
Employment
Partnership

4. Vocational Training
1. One of the simplest and most direct things that employers can do is:
• Partner with schools and vocational institutes to increase young people’s exposure to the world of work.
• They can volunteer as classroom visitors and deliver courses such as those developed by junior
achievement.
• They can provide speakers and participants for related activities such as career days and job shadowing
2. Without waiting for the implementation of more ambitious curriculum reform
agendas, employers can:
• Use their influence to encourage schools to adopt courses that help young people navigate the job search
process and build key soft skills relevant to their workplace.
• They can advice on importance of these in contributing to the success of entry level workers.
• Consult on the selection of off the shelf curricula and assist in the designing of new curriculum content.

5. continued…
3. Manpower group’s talent shortage surveys consistently include technicians and skilled trades positions among the
most acute areas of skills shortage around the globe. Yet in countries as diverse as India, Mexico and the US, vocational
education programs serve only a small minority of secondary students and are often perceived as inferior and low
status alternatives to academic education.
4. Employers have an important role to play in improving image of vocational courses:
• They can cultivate as speakers and school visitors. Those employees whose careers illustrate the positive possibilities of
vocational and technical work
• They should adopt HR policies that ensure that vocational and trades positions don’t represent dead end jobs within their own
firms. Some recommendations are:
1. These policies may include the creation of progressive leadership opportunities for vocational and technical workers.
2. Through mentoring and advice, promotion if continuing education and additional certifications
3. Openness to consulting and contracting by appropriately skilled former employees establishing their own businesses.
5. Encouraging more students to enter vocational education in universities in countries where it isn’t a widespread
choice, employers can:
• Expand career opportunities for a more diverse range of young people.
• Help address their own skills shortages and stimulate greater attention and improvement to the vocational education system.

6. Educational Structural Reforms
1. Inception of Entrepreneurship Schemes:
• Formation of entrepreneurship cells in colleges and universities, organizing mandatory sessions and
workshops, having regular visits by eminent personalities who have been successful as entrepreneurs.
• Introduction of YEP(Young entrepreneurship program) .A competitions open to all college and university
students to present their innovative business ideas. The zonal winners of such competitions should
receive full funding from government to implement their ideas. The top 5 state winners should get the
benefit of reappearing in the campus placement of their colleges after 1 year in case of a business failure
( Delayed Placement Scheme). The top 5 state winners should also be eligible for a YEP loan, cheaper
than the usual loan rates. The HRD ministry should look into the funding for YEP,giving necessary
guidance to the winners and other required maintenance.

7. continued..
2. Standardization of evaluation criteria:
•Instead of having university marks as a criteria for placement which varies widely form one university to
another the HRD ministry should introduce CPP-common placement papers for different technical courses just
like SAT,GMAT etc whose marks along with the university marks after standardization) should serve as a criteria
for placement.
•Final year graduation marks should be given due weightage in post graduation exams like combined level
graduate exam conducted by SCC.
3. Counselling sessions:
•Appointment of a counsellor in each university and having mandatory counselling sessions every week.
•Seminars should be conducted by colleges which should highlight major developments in the respective fields.
•Introduction of CCF-common counselling forums which would allow the student to ask doubts and give the
details of jobs recruitment.
•Conduction of mock placement exams and job interviews in final year could be helpful.
•Having extensive student exchange programs. Universities should sign an MoU regarding credit system during
exchange period.

8. Corporate Partnerships
1. CSR Boosting drives:
• The corporate social responsibility index to act as an incentive in addition to
government's own extra provisions for the companies who spend during the
proposed CSR drives. The drives will target unskilled workers from rural areas
engaged in unorganized sector and it includes initiatives to provide for
industry-specific vocational training where deployment after training is
possible in nearby regions. This can be coupled with the recent endeavors of
the government to initialize mandatory CSR in India.

9. continued..
2. Mass Induction Programmes(MIPs)
Corporate sectors in India, where mass induction of labour is feasible for the company, will be
identified and each sector will be expected to train unskilled labour for mass recruitment. It is
worth noting that the present-day labour laws inhibit organizational build-up of such people, it is
a must, as already stated in the report submitted by World Bank, that these laws be amended as
it will help small towns to come up as job generators.
3. Foreign Firms Employment Partnership:
Companies applying for Foreign Direct Investment to undergo a scoring phase where they will be
rated on the basis of many determiners including optional MOUs on their part marking their
future involvement in employment and training of Indian individuals in lieu of lesser taxation as
calculated by the scores allotted by the government. Businesses seeking platform FDI to engage in
resource procuration and manpower required with the local community. A committee headed by
a credible ombudsman to decide on the scoring criterion and the non-economic flexibility offered
to the investor according to the involvement in the cause.

10. Impact of Solutions
• The Vocational training section in the solution is actually a means to improve the
condition of existing centers of vocational training by making them more lucrative
and attractive.
• The structural reforms suggested include regularization of unorganized education
evaluation criteria along with a more stable counselling set-up. The change has
been emphasized as creating more jobs instead of finding jobs for more people.
• The corporate partnership marks the inclusion of companies functioning in India
in creation and subsequent training of people along the lines of CSR or by
establishing a leverage or incentive in related policies.

11. References
• www.manthan.org
• www.wikipedia.org
• Youth Employment and Unemployment: an Indian Perspective (ILO)
• Youth Employment and Unemployment in India (Indira Gandhi Institute of
Development Research, Mumbai April 2011)