This document proposes a new approach to improving the employability of youth in India by enhancing their skills. It discusses flaws in the current higher education system such as a lack of industry exposure and outdated curriculums. The proposed solution involves a two-part course structure with discipline-specific training controlled by employer companies and a regular course controlled by colleges. This would focus on hands-on industry training. It provides details on the course structure over four years and stakeholder roles. Infrastructure requirements and costs are also summarized.

1. Manthan Topic: Boosting Skill sets
‘ENHANCING EMPLOYABILITY OF YOUTH’
SKILLS SHORTAGE
Solution plan for improving highly skilled , skilled and
marginally skilled workforce
TEAM DETAILS:
SUCHIT SHARMA pursuing B.Tech. MINERAL Engg.
KUNAL SHARMA pursuing B.Tech. PETROLEUM Engg.
SHUBHAM PACHAURI pursuing B.Tech PETROLEUM Engg.
HIMESH PATEL pursuing B.Tech. MINERAL Engg.
PRANJAL AGRAWAL pursuing B.Tech MINING Engg .

2. Work force in India – under skilled at roots
labour distribution
Formal/Skilled
Informal/Marginal
Unemployed
GDP contribution
Formal/Skille
d
Informal/Ma
rginal
Unemployed
Disconcerting problems and nature of Indian workforce…
Indian higher learning institutes are churning out graduates that lack industry viable skills.
Even the highest ranking colleges fail to boast 100% recruitment due to vital gaps in curriculum.
Even with 400+ million strong workforce, the GDP of country is not exceptionally high. This is because Indian
workforce is majorly informal in nature with productivity extremely low.
Skilled workforce though small in number contributes to as much as 60% of GDP.
 India economy is highly progressive one which needs enormous skilled labor. Right from big MNCs to self
sustained businesses industry oriented labor is needed. Sadly Indian workforce generation is not synced to targeted
industry.

3. CREATING HIGHLY SKILLED WORKFORCE - A NEW APPROACH
•LACK OF EXPOSURE-A THIRD LEARNERS IN INDIA HAVE NO
CONTACTWITH THEIR EMPLOYERS DURING STUDIES.
•RIGID EXAM ASSESSMENT - RESULTS IN UNDERDEVELOPED TRADE
VIABLE SOFT SKILLS.
•REDUNDANT CURRICULUM – MOSTLY OUT OF SYNC WITH PRESENT
INDUSTRY STANDARDS, LEARNERS EXPECT TO DEVELOP PORTABLE
QUALIITIES AT WORK THAN AT STUDIES.
FLAWS OF THE
PRESENT SYSTEM
•A NEW HIGHER EDUCATION SYSTEM WITH STRESS ON IMPROVED
INTERACTION BETWEEN EMPLOYERS AND STUDENTS.
•ORGANIZING THE COURSE IN TWO PARTS – DISCIPLINE SPECIFIC
(CONTROLLED BY EMPLOYER COMPANY) REGULAR COURSE
(CONTROLLED BY COLLEGE ADMIN)
•DISCIPLINE SPECIFIC- FOCUS ON INDUSTRY TRAINING , BY FIELD VISITS
,CASE STUDIES,EQUIPMENT FAMILIARISATION ETC OR RESEARCH
SUBJECTS UNDER COLLEGE ADMIN
•REGULAR COURSE – BASIC ESSENTIALS OF A NORMAL ENGINEERING
PROGRAMS.
PROPOSED
SOLUTION
• COLLEGE ADMINSITRATION
• RECRUITER COMPANIES/ASSOCIATION.STAKEHOLDERS

4. COURSE STRUCTURE
•
ENTRANCE EXAM-RESULT
DECIDE BRANCH
ALLOTTED
1ST YEAR- BASICS OF THE
BRANCH UNDER
COLLEGE ADMIN
2ND YEAR – BRANCH
SPECIALIZATION ALLOTTED ,
PROJECT WORK
(MAX TWO MEMBERS)
3RD YEAR– REGULAR
COURSE COMMON TO
ALL STUDENTS OF ONE
BRANCH, DISCIPLINE
SPECIFIC COURSE FOR
RESEARCH STUDENTS
UNDER COLLEGE ADMIN
4TH YEAR-TECHNICAL PROJECTS,
TRAININGS , INTERNS TO BE
ASSISTED BY COLLEGE ADMIN
FINAL YR CAMPUS
PLACEMENTS .
1.STUDENTS APPLY FOR A
MAXIMUM OF 3 COURSES
IN DESIRED PREFERENCE
ORDER
2. COURSE ALLOTED ON THE
BASIS OF FIRST YR
PERFORMANCE.
1.STUDENTS APPY FOR DISCIPLINE SPECIFIC COURSE
UNDER INDUSTRY INDUCTION PROGRAMME(WHERE
COMPANIES SELECT STUDENTS THROUGH THEIR OWN
CRITERION).
2.STUDENTS CAN APPLY IN 3 PHASES(7 DAYS EACH)
DURING THE 5TH SEM WITH EACH STUDENT APPLYING FOR
NOT MORE THAN 2 COMPANIES IN THE ENTIRE PROCESS.
1.STUDENTS INTERESTED IN RESEARCH
WORK APPLY FOR THE SAME UNDER
ADMIN AT THE START OF THE
ACADEMIC YR ITSELF.
2.UNROLLED STUDENTS AT THE END OF
SELECTION FOR IIP APPLY FOR
RESEARCH STUDY UNDER ADMIN
IMMEDIATELY AFTER THE 3RD PHASE

5. ORGANIZATION FLOW CHART
Companies submits
course details and fee
structure to IIP cell of
central commission
Central
commission
approves non-
profit nature
of course
Approved companies
submit MOU of
minimum
recruitment and
batch strength along
with infrastructure
requirements to the
college admin.
College approves
of discipline
specific course
,grants
infrastructure as
per need.
Companies set up
their IIP cell in the
college as agreed
upon and students
are inducted.
Companies
involved in IIP first
evaluate and select
their own students
and then
participate in
placement
procedure.
Enrolled students
cannot change course
and remain under the
same company for the
entire year.
INFRASTRUCTURE
REQUIRED
GOVERNMENT
Setting up of IIP cell In each of
the central commissions to
which the colleges are
affiliated
EMPLOYER
Set up their own IIP cell in
the college comprising of
appropriate trainers and
administrators.
COLLEGE ADMIN
IIP cell headed and monitored by IIP
in-charge
IIP centre where companies are
provided workspace as per
requirement

6. ORGANIZING SKILLED WORKFORCE
• No system in place for the skilled workforce to get employed
effectively and productively.
• The employers of this field face problems in employing the
right individuals hence reducing the efficiency of the entire
system.
PRESENT SCENARIO
• Creating a centralised system for each state where the
information of both the employer and the employees are
stored simultaneously and are sorted accordingly
CONCEPT OF CHANGE
• Employers of the skilled workforce.
• The employees of this sector
STAKEHOLDERS
ADVANTAGE
OF THE
SYSTEM
FINDS THE
RIGHT PERSON
FOR THE JOB
AND MAKES
RECRUITMENT
HASSELFREE
THE ENTIRE
SKLLED SECTOR
BECOMES MORE
ORGANIZED
EASY TO FIND
THE RIGHT JOB
AND GETS
EMPLOYED AS
PER HIS/HER
SKILL

7. WORKING SCHEME
STEP
1
• Firstly the registration begins with providing the
details including name, place , age
(proof),academic qualifications ,contact details
etc.
• Then these details have to be verified by
uploading scanned copies of certificates
regarding the above mentioned
STEP
2
• After completion of step 1 and after the
verification of all the data the user puts in
his/her fields of interest as per a wide list of
choices
STEP
3
• The users get notifications of job openings
sorted as per their qualification,their field of
preference , place, age /gender requirements (if
any) . Etc.
STEP
1
• Registration procedure comprising of providing details
regarding the proof of employing capability place,
number and frequency of recruitment.etc.
• Providing proper scanned copies of the documents for
verification.
STEP
2
• The employer fills in their job offerings and the
requirements for the job accordingly as and when the
need be and uploads the same on the portal
STEP
3
• All the applicants will apply for the jobs and the
applications in proper format will be uploaded and
notified to the employer so that they can sort out
appropriately .
GOVERNMENT
PORTALEMPLOYEE EMPLOYER
While this government portal offers same service as certain websites it stands out
because of better accountability on the part of both employee and employer and also
ensures better safety of employees from spams.

8. ORGANIZATION PLAN
1.Dedicated servers are set up in each state where all the data pertaining to that state is stored
2.Each state is interconnected to a central hub wherein data can be exchanged between states if required.
3.Each data centre contains 20 maintenance workers (IT and computer science engineers) and three
supervising officers.
4.One Central Office for monitoring the entire operation comprising of one national in-charge and 10
zonal in-charges to which the state supervisors report.
FINANCIAL INPUT REQUIRED
ORGANIZATION
COST
State Supervisors (3*(29+8)*5 lakh pa)
Maintenance staff (20*(29+8)*3.5 lakh pa)
Zonal in-charges(10 * 8 lakh pa)
One central in-charge (1 * 12 lakh pa)
TECHNOLOGICAL
COST
IT hardware
IT software
Communication cost
25 cr pa
35cr pa
+
TOTAL COST
= 60 cr pa

9. ANALYZING THE PLAN
CONS PROS
This system does not require any substantial financial input with the only
infrastructure required would be provided by the college to the companies
participating.

10. Employment office(block
& district), makes
database of available
human resource, rented or
government
infrastructure.
Survey cell, keeps track
of job opportunities on
block, district level
Government portal ,
arranges infrastructure as
per course trainer demand
, enrolls trainees, pays
trainers on daily, weekly,
monthly basis, collects
feedback from trainees.
Training centers
offering purely
vocational and real
hand training .
Very short duration
Skill development
campaigns
Employment
awareness drives
Self employment
creation drives
Ex-workers, ex-
executives,
trainers, workers
apply to portal
through internet
or regional office.
Selection criteria
is purely work
experience and
devotion to work.
Contract of
selected trainer is
renewed on
trainee feedback.
GOVERNMENT
Finance department,
pays tuition fees,
rents etc
Survey team, records
employment scenario
,good work and
demands
Employment office, enrolls
trainee on basis of family status,
previous history of work &
education. Selects trainers.
Portal maintenance
team, upkeeps
records
Tourism , handicrafts,
paperwork , shoe-
making , scientific
farming ,weaving etc
Plan to prepare skilled labor at regional level

11. PORTAL
SETUP
•PORTAL MAINTENANCE TEAM
STAFF OF 5 PER STATE + STATE
GOVERNMENT PORTAL
PORTAL
MAINTE
NANCE
•FINANCE TEAM OF STAFF 5 PER
STATE
INFRASTR
UCTURE
COST
• WORKSHOP SPACE RENT Rs 1000
• ELECTRICITY COST Rs 1000
Equipme
nt
cost
• SHOE-MAKING EQUIPMENTS Rs5000 PER HEAD.TOTAL COST 25*5000 = 1.25 LAKH
• RAW MATERIALS 25*1000 = 0.25 LAKH
TRAINER
SALARY
• TRAINER SALARY 6 MONTHS*7000 = 0.42 LAKH
THE FOLLOWING TRAINING PLAN HAS BEEN
GENERALIZED TO STATE POPULATION DURING COST
EVALUATION ON DISTRICT LVL. 25 PEOPLE OUT OF
THOUSAND PEOPLE ARE TRAINED ON AVERAGE.
TRAINING PLAN FOR 25 PEOPLE IN SHOE MAKING ( as an example )
INFRA
•TRAINING SPACE RENT = 10 CR per state
EQUIP
MENTS
•EQUIPMENT COST ( that is given away at the end of
training ) = 750 CR
TRAINE
R
SALARY
•SALARY COST = 240 CR
TRAINING COST PER STATE
INCLUDING YEARLY COST OF
RUNNING TRAINING
PROGRAMMES = 1000 CR
COST ASSESSMENT