Hello guys. Me and my team EXIMIUS made this presentation after 2 months effort. So i request you to please follow the following link and give us your precious vote. thank you in advance. http://indiancag.org/manthan/entry/eximius

1. Manthan Topic: Boosting Skill sets
‘E N H A N C I N G E M P L O Y A B I L I T Y O F
Y O U T H ’
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. – under skilled at roots
labour distribution
Formal/Skilled
Informal/Marginal
Unemployed
GDP
contribution
Formal/Skil
led
Informal/M
arginal
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
PRESEN
T
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, DISCIPLIN
E 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
infrastructur
e 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 sectorSTAKEHOLDERS
ADVANTAG
EOF 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
PORTAL
EMPLOY
EE
EMPLOY
ER
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 PLAN1.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
ORGANIZATI
ON 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)
TECHNOLOGI
CAL COST
IT hardware
IT software
Communication cost
25 cr pa
35cr pa
+
TOTAL
COST
= 60 cr

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, train
ers, 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, paperwo
rk , shoe-making
, scientific farming
,weaving etc
Plan to prepare skilled labor at regional
level

11. •PORTAL MAINTENANCE TEAM
STAFF OF 5 PER STATE + STATE
GOVERNMENT PORTAL
PORTAL
SETUP
•FINANCE TEAM OF STAFF 5 PER
STATE
PORTAL
MAINTEN
ANCE
•WORKSHOP SPACE RENT Rs 1000
•ELECTRICITY COST Rs 1000
INFRASTRUCTURE
COST
•SHOE-MAKING EQUIPMENTS Rs5000 PER HEAD.TOTAL COST 25*5000 = 1.25
LAKH
•RAW MATERIALS 25*1000 = 0.25 LAKH
Equipment
cost
•TRAINER SALARY 6 MONTHS*7000 = 0.42 LAKHTRAINER SALARY
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 )
• TRAINING SPACE RENT = 10 CR per stateINFRASTRUCTURE COST
• EQUIPMENT COST ( that is given away to the
trainee at the end of training ) = 750 CR
EQUIPMENTS COST
• SALARY COST = 240 CRTRAINER SALARY
COST ASSESSMENT