The document discusses the importance of skill development in India. It notes that while India has a large youth population, there is a mismatch between the skills youth have and what employers require. The government has launched several initiatives to address this issue, including the National Skill Development Mission and programs led by the Ministry of Skill Development and Entrepreneurship. Skill development is crucial to improve employment opportunities and productivity in India by helping individuals transition into jobs or start businesses. However, challenges remain around the quality of training programs and negative perceptions of vocational education. Ongoing efforts are focused on reforming the skilling system to better meet business needs and create new opportunities.

1. IMPORTANCE OF
CREATING
‘SKILLED INDIA’

2. INTRODUCTION
• The main aim is to guide the youths in a manner so that
they get employment or start their own business.
• Skill development refers to the identification of skill gaps
and developing the existing skills to enable a person to
achieve his/her goals.
• Under this programme even jobless and dropouts will be
given value addition by providing certificates that will be
recognized by private and public agencies including
overseas organizations after successful completion of a
particular skill development programme &enable the
youths to get blue-collar jobs.
• Skill India also provides training options for the traditional
type occupations such as carpenters, welders, cobblers,
tailors, nurse etc. as well skill development will

3. • India is facing a paradoxical situation, where on the
one hand, youth entering the labour market have
no jobs; on the other hand, industries are
complaining of unavailability of appropriately
skilled manpower.
• The employment sector in India poses great
challenge in terms of its structure which is
dominated by informal workers, high levels of
under employment, skill shortages and labour
markets with rigid labour laws and institutions.
• Vocational education and training are crucial for
enhancing the employability of an individual, by
facilitating the individual’s transition into the labour
market.

4. NEED FOR SKILLED INDIA• The idea is to raise confidence, improve productivity and give
direction through proper skill development.
• Skill development has been considered one of the critical
aspect for job creation in India.
• India has unique demographic advantage with more than 60%
of the population is in young age group.
• Skill development is critical for economic growth and social
development.
• The demographic transition of India makes it imperative to
ensure employment opportunities for more than 12 million
youths entering working age annually. The skill development
issue in India is thus pertinent both at the demand and supply
level.
• Skill development is an important driver to address poverty
reduction by improving employability, productivity and helping
sustainable enterprise development and inclusive growth.

5. • When compared to other developed and developing
countries, India has a unique window of opportunity
for another 20-25 years called the “demographic
advantage”.
• If India is able to skill its people with the requisite life
skills, job skills or entrepreneurial skills in the years to
come, the demographic advantage can be converted
wherein those entering labour market or are already in
the labour market contribute productively to economic
growth both within and outside the country.
• The major challenge of skill development initiatives is
to address the needs of a vast population by providing
them skills which would make them employable and
enable them to secure decent work leading to
improvement in the quality of their life

6. Advantages of ‘Skill India’:
• Increased employment
• Raise confidence among the youth
• Improve productivity and knowledge
• Enable youth to get blue-collar jobs
• Development of skills at school level
• Balanced growth in all sectors
• Equal importance to all jobs
• Compulsory soft skill training for every job
aspirant
• To touch base with rural and remote India

7. HISTORY OF SKILL DEVELOPMENT

8. • The National Skill Development Mission was approved by
the Union Cabinet on 01.07.2015, and officially launched
by the Hon’ble Prime Minister on 15.07.2015 on the
occasion of World Youth Skills Day.
• And is implemented through a streamlined institutional
mechanism driven by Ministry of Skill Development and
Entrepreneurship (MSDE).
Key institutional mechanisms for achieving the objectives of
the Mission have been divided into three tiers, consist of a
1)Governing Council for policy guidance at apex level,
2) a Steering Committee
3)Mission Directorate (along with an Executive Committee)
as the executive arm of the Mission.

9. Initiatives aimed at skilling unemployed youth to make India the
skill capital of the world. Basically they are 3 categories and are
(i)govt. managed and funded organization
(ii)Private managed and govt funded organization
(iii)Private funded and managed organization
• Some of the initiatives are:
1) Ministry for Skill Development & Entrepreneurship (MSDE)
2) The National Skill Development Corporation India (NSDC)
3) Pradhan Mantri Kaushal Vikas Yojana (PMKVY)
4) National Apprentice Promotion Schemes and Drivers.
5) National Skill Development Corporation (NSDC)
• As well NABARD also took initiatives for Skill Development
Programmes (SDPs) .

10. ISSUES TO SKILL GAP
• The lack of access to good education and training keeps the
vulnerable and the marginalized sections into the vicious circle
of low skills; low productive employment and poverty.
• The marginalized group which includes rural poor, youth,
persons with disabilities, migrant workers and women constitute
the highest number of poor. There are two major problems with
the existing workforce that is already supposed to be skilled.
• 1)poor quality of labour force who have general education up to
secondary level or those having vocational training and got
employed.
• 2)Educated labour force who are not able to find jobs matching
their qualification due to lack of technical or soft skills
• The above factors lead to the mismatch between the skills that
are currently available in the educated or trained labour force on
the one hand, and the type of skills that are actually in demand
from employers on the other hand.

11. • While skills training is being actively promoted by the
government and its partners in the private sector and
industry, it is not an aspirational career choice among the
youth.
• Vocational training is perceived as a fall back option rather
than mainstream career choice. This bias is observed amongst
employers who pay higher salaries to entry level engineers
compared to experienced workers who have done vocational
training.
• Thus, along with issues of capacity, quality and employability,
attitudinal factors about how skills training is perceived by
both potential trainees and employers need to be addressed.

12. FROM ORGANISATION PERSPECTIVE
• Skills development always leads to competitive advantage. In order
to be the best, you need to have something that nobody else has.
• Growth is very important personally and in an organization.
Employees need to stay learning in order to grow.
• Organizations should not only focus on those who already have
leadership positions, but should also focus on developing and
grooming those in junior level positions.
• The most important reasons for skills development in an
organization are: It is essential for employees to not think of what
they do as a job, but rather a career. When you groom and develop
skills, they soon learn what they are doing is more than just a job or
a means to an end.
• The world is moving fast and rapidly changing. Employers need to
make sure that their employees are skilled and are well equipped to
deal with these rapid changes.

13. CONCLUSION
• The employment landscape is rapidly changing and new jobs are
emerging with fast disruption in business models around the globe.
Therefore, the need to build a skilling system which would enable
the workforce to adapt and match the new requirements, a system
that responds well to business needs and also provides new
opportunities for all.
• Skill empowerment in traditional sectors were traditional skills in
Handicrafts and Handloom sectors from their previous generation
and they further extend to new generations. But skills are dying
because they are not cost effective and hence cannot survive in the
competitive market, unless marketed properly.
• If these skills can be linked with the livelihood option then with
proper training, packaging and marketing, it can survive and provide
these people financial independence.

14. THANK YOU