Project Proposal.pptx

Mirams Training Services (I) Private Limited
www.miramsindia.com
An associate company of Mirams Waterhouse Ltd-United Kingdom
Flat H , Ground Floor , Mohini Apartment , Prantika , Garia , Kolkata -700 084

Introduction
1
Introduction
Details of Parent/Promoter Body
Address
Recognition Category applied for -
State/s Applied For
Sector/s Applied For
Table Of
Contents
Vision & Mission Of The
Organization
2
Vision
Mission
Objectives
Goals
Action Plan
1-10
2-20
Legal Status
3
Type of Legal Status
PAN
Evidence Of GST exemption
1-10

Table Of
Contents
Financial Viability
4
Turnover ** For past 3 yrs.
Number of Category II States Applied
Income details/Expenditure/ Assets – breakup of income sources in percentage
Aging Analysis of creditors and Debtors
20-
20
Prior Experience
5
Number Of Years Of Operation
Assessments conducted State-wise and sector-wise*
Past Association with Ministry/Sector Skill Council etc. wrt Skill Development
2-20
Governance
6
Organogram
Total staff strength with details of key staff, full time and part time employees
HR Manuals & SOPs
2-20
HR Audit Mechanism
Continuous Profession Development: which is Past Activities
Proposed Activities
Allocated budget

Table Of
Contents
Sectorial & Geographical
Credibility
7
States where Assessment Conducted & recognition sought
SMEs available per sector and subsector
Number of Assessors proficient in local language of state where recognition is sought
Number of Proctors proficient in local language of state where recognition is sought
20-
20
Assessors/Proctors/Examiners
8
List of all Assessors sector wise, state wise along with their educational qualification,
experience, and training and certification details
Selection mechanism, eligibility criteria and training and certification of proctors and
assessors
Roles and responsibilities of the assessors, proctors and SME
2-20
Availability of Assessment Tools and Question Banks
Assessment Infrastructure

Table Of
Contents
Infrastructure & Accessible
Assessment Tools
9
Name of Head of Organisation
Location of Registered Office/Head Office
Name and list of Assessment Tools
Number of special instructors/ content developers for creating specific disability-based assessment content
20-
20
Assessment Strategy & Delivery
Performance reporting and analytics
2-20
Number of trained proctors and assessors to understand and align with the PwD learners
Development of Question Bank in local languages
Assessment Strategy
Assessment and Delivery processes
Technology to deliver, monitor and evaluate assessments
10
Data Management System
Systems to record, validate and report all relevant assessment details
Availability of tools and relevant software for data collection
Availability of a portal and mechanism to integrate with NCVET portal
20-
20
11

Table Of
Contents
Comprehensive Business Plan
Targeted geographies & sectors
Linkages with employers- plan/projections
Projections of assessment for next 5 years
20-
20
Industry Participation in
Assessment
Any other way in which industry is being involved
2-20
Industry involvement in designing of assessment tools
Availability of industry practitioners in the AA as Assessors and SME
Involving Industry As An Observer During The Assessment Process Particularly For Practical
13
12
Financial outlay and budget projections
Learning resources including trainers/ assessors
Risk assessment and mitigation strategies
Grievance Redressal 2-20
Appointment of third part arbitrator
Existence of Grievance Redressal Committee
Presence Of POSH Committee & Availability Of A Dedicated Helpline Number To Address Grievances
14

Mission
To first-choice organisation for
assessment and certification
To partner with industry, training
institutions, sector skills councils
and funding bodies for sustainable
growth
To facilitate world-class systems
for quality assurance and skills
assessment
Objective
Our mission is to contribute to the well-
being and employability of Indians,
especially the from underprivileged by
developing world-class, quality-assured,
assessment systems and programmes. To
this end we partner with Indian and foreign
industry, government departments, NGOs
and training institutions, as well as other
bodies who can help us reach our
objectives.
Vision
To Achieve 5 Cr. Turnover By Providing Our
Quality Service To Our Clients.
Training Today-Working Tomorrow “
Goal
-
Goal

States Applied For
Pan India

Subject Matter Experts
Quarter 1
Hounorioum Of Industry experts
Printing & stationary
Employees refreshment
Projector rent.
Assessors travel expenses
Quarter 2
Hounorioum Of Soft skill Trainer
Projector rent.
Hounorioum Of Industry Experts 20000
Printing & Stationary 2000
Employees Refreshment 5000
Projector Rent. 3000
Assessors Travel Expenses 15000
Total 45,000
Hounorioum Of Soft Skill Trainer 15000
Total 40,000
Objective
• Best industry Practice
• Required skill of
candidate
• Best International
Practice
Outcome
Learners will be able to
learn ;
• To set question paper
as per industry
requirement
• Design of assessment
tools
Objective
• Communication Skill
• Man Management
• Self Motivation
Outcome
learn ;
• Interact with trainees
• Flexible to perform
assessment
Budget
Allocation

Quarter 3
Hounorioum Of Industry experts
Projector rent.
Quarter 4
Hounorioum Of Soft skill Trainer
Projector rent.
Hounorioum Of IT expert 15000
Total 40,000
Hounorioum Of Legal Counselor 15000
Total 40,000
Objective
• Best IT Practice
• Required Tools For
Evidence Gathering
• Best Evidence Sharing
Technic
Outcome
learn ;
• Assess Me Application
• Latest technology for
assessment
Objective
• Employment Law
Advice
• Company Policy
Outcome
learn ;
• Employee Benefit Plan
• Relevance Of PF ESI’s
Budget
Allocation

Sectors Applied For
Construction.
Leather
Handicraft
Textile
Green Jobs
Telecom

Action Plan
Action Step Team Responsible Date to be Completed Resources Required
•Increase client
Director & Operation
Team
Jan 2022 Marketing
•Man Power Planning HR Feb 2022 -
•Recruitment HR Mar 2022 Advertisement , Social Media Post
•Handholding HR & Admin Mar 2022 Senior Member Of The Company
•TOA Planning Operation Apr 2022 Based On SSC’s Calendar
•Budget Allocation Finance Mar 2022 Finance Team
•Execution
Operation Team Based On Completion
Dead Line
Assessors , SME , Proctors

Type of Legal Status
Company
Registered Under Companies Act 2013 In West Bengal-2014
ADJCM8745N
PAN NUMBER

Turnover
Total in Rs.
Financial Year Mirams
Training Services (I) Pvt. Ltd.
Mirams
Waterhouse Ltd.
2017-18 72,26,204.00 £ 13472 X 95 = 12,79,840.00
2018-19 73,09,310.00 £ 55672 X 95 = 52,88,840.00
2019-20 79,17,074.00 £ 69564.32 X 95= 66,08,610.40
Total 2,24,52,588.00 1,31,77,290.40
Grand Total
Average
3,56,29,878.40
1,18,76,626.10

Number Of Years Of Operation
7 Years
2014 2015 2016 2017 2018 2019 2020 2021

Assessments Conducted State-wise And Sector-wise
Leather Construction
2018-19 2019-20 2018-19 2019-20
17005 3730 4353 2162
Take a Tour

Past Affiliation/Association With Ministry/Sector Skill Council
Leather Sector Skill Council
Construction Skill Development
Council of India
Skill Council for Green Jobs
Handicrafts & Carpet Sector Skill
Council
Ministry of Textiles
Sector Skill Council Sector Skill Council

Full Time Employee
Name Title/ Designation
Abhijit Das Managing Director
Snigdha Das Director
Subhasis Manna Operation Manager
Ritesh Nandi Assessor & Operation Ex
Soumen Sinha Account Executive
Priyanka Karar Operation Executive
Rimi Das Operation Executive
Part-Time Employee
Total Staff Strength
96

HR Audit Mechanism
Employee Records
Employee Handbook
Hiring & Onboarding Process
Compensation
Performance Evaluations
Benefits
Training
Take A Tour

Past Activities
Face-to-face training.
Virtual Assessment
eLearning
Micro learning
Hands-on training on assessment
Blended learning
Quarter 1
Participants : Sanjib Kr. Roy (Ex. Project Manager for NTPC &
Power Grid)
Agenda Item Discussion Point Aim
Face-to-face
Training
• Ground Rules
• Clarify Objective
Aim Of
Improvement
Micro
Learning
• Communicate Through
Out Organisation
Reviews With
Group
Handholding • Determine Regular Time
• Following NSQF
Overview Of
Assessment
Strategic
Planning
• Assess Needs And
Resources
• Strategy With Evidence
Of Success
Adopt Goal
Quarter 2
Participants : Mr. X (Soft Skill Trainer)
Self Development • Assertiveness Skills
• Communicating
Effectively
The Personal
Quest For
Excellence
Communication • Interpersonal Skill
• Enhancing listening
• Prevent Offensiveness
Alignment &
Effectiveness
Through People
Conflict
Management
• Problem Solving &
Decision Making
• Emotional Intelligence
Alignment &
Effectiveness
Through People
Stress
Management
• Causing Of Stress
• Reducing Harmfulness
Awareness Of
Unconscious
Bias

Past Activities
Quarter 2
Participants : Mr. X (Soft Skill Trainer)
Self Development • Assertiveness Skills
• Communicating
Effectively
The Personal
Quest For
Excellence
Communication • Interpersonal Skill
• Enhancing listening
• Prevent Offensiveness
Alignment &
Effectiveness
Through People
Conflict
Management
• Problem Solving &
Decision Making
• Emotional Intelligence
Alignment &
Effectiveness
Through People
Stress
Management
• Causing Of Stress
• Reducing Harmfulness
Awareness Of
Unconscious
Bias
Quarter 3
Participants : Biswadip Ganguly ( SME Assessor & Auditor)
Skills &
Aptitude
• Individual Performance
• Clarify Objective
Curriculum
Improvement
Up Gradation
Of Skill
• Nationally Acceptable
Outcomes
• Quality Assurance
Framework
Knowledge
Acquisition
Mapping Of
Progression
• Pathways Within Sectors
• Cross-sectorally
Overview Of
Assessment
Strategic
Planning
• Skill Based Education
• Implement The Scheme
Transition From
Non-formal To
Organized Way

Proposed Activities
Coaching
Mentoring
To accelerate the pace of employee learning, organizations may use an individual development plan (IDP). This document
details an employee's intentions and learning outcomes as well as support necessary to meet his or her tangible growth
goals and symbolic interaction.
• Match mentors and mentees based on skills and development needs.
• Outline and track goals.
• Designate minimum time commitments.
• Monitor the mentoring relationship.
• Hold both parties accountable.
• Link mentoring to talent management strategy and goals.
• Link mentoring to business strategy and goals.
Coaching should be approached like any other strategic goal. Successful execution requires commitment from the
organization and the person being coached, a plan to obtain results, qualified coaches, and a follow-up evaluation.
Individual Development Plans

Proposed Activities
The 9-box Grid
Cross-Training
On-the-job training projects and "stretch assignments" give employees a chance to learn while doing real work.
Developmental assignments allow employees to develop new skills, knowledge and competencies necessary for higher-level
positions.
Employers find value in cross-training because it is usually more efficient than bringing in new hires. Many managers
take those efficiencies to the next level by leveraging technology to improve cross-training efforts. Many employees
appreciate cross-training because it allows them to broaden their skills.
The grid is most commonly used in succession planning as a method of evaluating an organization's talent pool and
identifying potential leaders. For performance appraisal purposes, the 9-box grid provides a visual reference that can include
appraisal and assessment data to allow managers to view employees' actual and potential performance.
"Stretch" Assignments
Job enlargement involves expanding the employee's job by adding more tasks and duties, typically at the same level of
complexity. Job enrichment builds more depth to an employee's job through more control, responsibility and discretion.
Job Enlargement And Job Enrichment

Proposed Activities
Job Rotation
Succession Planning
Assessment centers may help the organization make decisions about filling jobs, promoting employees or identifying
employees for placement in succession planning programs.
Succession planning identifies long-range needs and cultivates internal talent to meet those needs. Succession plans
typically focus on a one- to three-year process of preparing employees not preselecting them for new roles in the
organization.
Rotation programs may vary in size and formality. Though larger employers are more likely to invest in a formalized job
rotation program, organizations of all sizes might consider implementing a job rotation program. Possible reluctance to allow
high-performing employees to participate in job rotation programs, and the costs associated with the learning curve on new
jobs.
Assessment Centres
Online training allows self-directed, just-in-time, on-demand instruction. Employees in e-learning situations have more
control over their time than they have in a classroom for more universal topics. .
Online Employee Development

S.no Name Sector Prior experience
1 Abhijit Das Leather 20yrs
2 Ritesh Nandi Green Jobs 8yrs
3 Biswadip Ganguly Construction 12yrs
4 Sarthak Banerjee Construction & Green Jobs 9yrs
5 Jayram Chhalotra Handicrafts 7yrs
6 Piku Saha Handicrafts 10yrs
7 JitendraYadav Handicrafts 10.5yrs
8 Prashant Kumar Textile 7yrs
9 Gunasekaran Sundharam Textile 13yrs
10 Uma Shankar Soni Telecom 12yrs
SMEs Available Per Sector

Selection Mechanism
Objective
We at Mirams Training Services India Pvt Ltd believe that hiring qualified individuals to fill positions contributes to the overall success of
the company. Each employee is hired to make significant contributions to the company. In hiring the most qualified candidates for
positions, the following process should be followed.
Personnel requisitions
Personnel requisitions must be completed to fill along with:
Position title.
Position status
Reason for the opening.
Essential job functions and qualifications (or a current job description may be attached).
Any special recruitment advertising instructions.
Intake meetings
HR will arrange a meeting with the hiring manager to conduct an intake meeting prior to posting a job opening to learn more about the
position, the requirements and the profile of the ideal candidate. The recruiting strategy will be set during this meeting and
expectations established with all the key stakeholders.

Selection Mechanism
Job postings
HR will create job postings that briefly describe the job opening and communicate Company Name’s] brand. All job openings will be
posted concurrently on Company Name’s intranet and externally with sources appropriate for the position being filled. Jobs will remain
posted until the position is filled.
The HR department will be responsible for tracking all applicants and retaining applications and resumes as required.
Internal applicants
Current employees with a satisfactory employment status may apply for internal job openings. The consents of the employee’s
manager and the HR department may be necessary for employees with less than one year of service with MTSIPL. All applicants for a
posted vacancy will be considered based on their qualifications and ability to perform the job successfully. Internal candidates who are
not selected will be notified by the HR department.
Interview process
The HR department and the hiring manager will screen applications and resumes prior to scheduling interviews. Initial interviews are
generally conducted by the HR department and the hiring manager using behavior-based interview questions and a structured
interview process. Candidate evaluation forms will be completed after each interview and retained with the application.
The HR department will notify applicants who are not selected for positions at MTSIPL.

Training And Certification Of Proctors And Assessors
Training for Assessors
Training for proctors
Proctors training focuses on developing necessary skills to assess through online assessment. Although it is assessors
duty to judge competencies in the training centre. This training includes a holistic understanding of Competency
Models, Competency Framework Development and creating a Competency Matrix of trainees from online assessment
platform. Participants will also learn numerous Assessment Methodologies and specialize in writing reports post-
assessment.
• Background to the skilling certificate
• The standards
• Purpose of assessing and the role of the NSQF
• The role of the assessor
• Local application of the Care Certificate
• Planning assessments
• Evidence of learning
• Written evidence
• Oral evidence
• Observed evidence
• Group and prior learning evidence
• Making assessment decisions
• Recording assessments
• Giving feedback
The ‘TOA model for a new assessor’ entails the training of domain QP and assessment skills along with the assessment on
both within a period of time, given that the assessor already meets the criteria set by SSCs on educational qualification and
industry experience. Before the course is delivered MTSIPL trained them to understand the purpose of the certificate and its
relevance to skill eco system. Knowing the assessment process from planning and observing evidence to recording and giving
feedback And how they are able to select and apply assessment methods appropriate to each of the standards that they are
competent to assess and to the individual learner being assessed.

Roles And
Responsibilities • Reports to Manager Operations.
• Ensures that all Principals of Assessment are
strictly followed.
• Ensures that all Rules of Evidences are
properly followed.
• Judges candidates against the standards of
performance.
• Records his judgment during assessment.
• Reports all the data collected before and
during assessment.
• Collects feedback from candidates.
• Collects feedback from training partners.
• Gives feedback of training center facilities,
quality of trainers and training imparted to
candidates, availability of tools and
equipment etc. which is also shared to
SSCs/departments, if required.
Assessor

• Ensures that all Hardware Devices, required for conducting online
assessments are in proper working conditions.
• Ensures that after proper verification only, user ID and password
is given shared to candidates.
• Ensures that all candidates are well explained about the process
and procedure of online assessment to candidates.
• In case the login ID of a candidate gets blocked due to candidate’s
own mistake, he coordinates from HO to get the login ID released
and ensure the candidate completes the assessment.
• In case there is no internet connection at TP end, he ensures the
assessment is carried out on online assessment enabled tablets,
which he carries with himself.
• Post completion of the assessment, he ensures that all data is
transferred to the server of HO, in a secured manner.
• Ensures that proper guidelines are shared to candidates
• Ensures that unethical practices are not being made by the
candidates.
• In case any malicious activity is found at candidate’s end, proper
evidence is captured to terminate the candidate
Proctor

• Reports to Manager Operations.
• Manages the team of Assessors.
• Designs and develops
• Assessment strategy/framework.
• Assessment criterion.
• Methods of assessment.
• Develops assessment tools which would be
required by assessors.
• Interacts with various clients or ABs like SSCs
and other departments to remain updated.
• Supports Manager Business Development.
• Supports Manager HR in technical round of
interview of SMEs and assessors.
• Ensure quality of assessment is maintained
during all stages pertaining to his/her trade
• Interacts with industry and remains updated
about their trend of recruitment.

Name And List Of Assessment Tools
• Assessment Plans
• Tools Observation Checklists
• Attendance Sheets
• Questions And Activities For Practical (Formative And Summative) – Oral And Written
• Third Party Evidence Collection Tools
• Feedback Forms ( Both TP & Candidates)
• Qualification Pack
• Assessment Sheet
• Summary Sheet
• Mobile Phone/Tablets
• Bio-authentication Device

Assessment Strategy
• • Assessments include paper and pencil tests,
performance measures of practical
knowledge, evidence of positive effects on
trainees learning, external reviews, and self-
reports by assessors, some embedded in
instruction and some summative in nature.
• • Through assessment, trainees demonstrate
their knowledge and skills.
• • Assessment data are collected through a
certified assessor.
• • Assessments reflect current knowledge and
best practice in domain of the specialty field.
• • Rubrics or criteria define successful
performance on assessments and serve to
evaluate candidates work.
• Evaluate the fairness of assessments on a
continuing basis
Assessment Strategy
& Delivery

• Target audience : Questions should be deliberately aligned with those
learning outcomes
• Measurable: Determined which key performance indicators will be
measured from start to finish.
• Achievable: All the resources in place to be able to achieve assessment goal.
• Relevant: Content creation goals support broader assessment objectives as
well as key learning goals.
• Time-bound: Identified a timeline during which learners carry out skill
driven activities.
• Industry linkages to understand requirements of content : Help through the
supply of highly skilled and qualified personnel through other forms of
linkages such as provision of making content and development of relevant
question adhere to NSQF
• Involvement of SME : All The SMEs can help the industry personnel by
providing a proper understanding of the content, an explanation of the
complex processes in the inputs
Development of
Question Bank
The objective is to review the initial design and scope of the
materials, as well as the timeline and communication plan. This
is to insure that the team has a common vision and plan for
creating the materials and that all support people understand
the language and can meet the timeline.

Assessment and
Delivery Processes
Step – 1 : SSC sends the batch allocation to the
assessment agency portal through SDMS or In-SDMS or
through email.
Step - 2 : Confirmation of batch, date, venue and timing
is done through mails with the Training Provider (TP) .
Step – 3 : Allotted Assessor goes through telephonic
conversation with the TP representative for further
clarification of the location of the venue.
Step – 4 : Assessing Body (AB) does enquiry about the
lab infrastructure and gets information regarding the
availability of LAN/WAN etc., for the TP
.
Step – 5 : Assessor gets the tool list checked as per the
PMKVY guidelines.
Step – 6 : Assessment Agency (AA) gets the knowledge
about the entry of the assessor from the TP
representative and assessor himself through video call
besides entry time image .
Step – 7: As per the scheduled date and timing by
maintaining punctuality the allotted assessor reaches
the venue within 24 hrs. to conduct the assessment.

Step – 8: In case of STT (Short Term Training or Fresh), after the
assessor reaches the center, he/she takes the thumb impression of the
appeared candidates using AEBAS enabled Application and forward the
information to the SSC.
Step – 9: Assessor carryout the assessment schedule as per assessment
conducting procedure.
Step – 10 : After finished the assessment on the time of leaving the
TC/site premises assessor have to take his out time photo and make
video call to AB representative.
Step –11: Assessor must validate the evidences he gathered during the
assessment and send the evidences and summary to the representative.
Step – 12: Within 48 hour assessor have to upload the authentic result
from the summary sheet to SIP through his account.
Step – 13: As the result appears to the AA SIP account, QC team
validates the uploaded result and sends it to Operation Manager for
approves on time.
Step – 14: Operation Manager sends all the evidence to SSC executive
through mail to complete all the further procedure.

• In reviewing assessment practice, validators should consider whether relevant to QP
• Ensure the principles of fairness, flexibility, validity and reliability
• Assessment tools have been designed to produce valid, sufficient, authentic and
current evidence
• Are appropriate to the contexts and conditions of assessment
• Are appropriate in terms of the level of difficulty of the tasks to be performed
• Provide sufficient instruction to clearly explain the tasks to be administered to the
learner
• Give sufficient guidance as to the evidence to be gathered from the learner by Subject
Matter Experts.
• Outline appropriate reasonable adjustments that could be made to the gathering of
assessment evidence
• Provide sufficient instructions for the assessor on collecting evidence, making a
judgment, and recording the outcomes of the assessment
• Are supported with evidence criteria to judge the quality of performance ensure
consistency of judgment
• Adhere to the requirements of the AA’s assessment system.
Assessment and Delivery
Processes

Performance Evaluation for employees as a
formal and productive procedure to measure
an employee’s work and results based on
their job responsibilities. It is used to gauge
the amount of value added by an employee
in terms of increased business revenue, in
comparison to industry standards and overall
employee return on investment (ROI).
All organisations that have learned the art of
“winning from within” by focusing inward
towards their employees rely on a systematic
performance evaluation process to measure
and evaluate employee performance
regularly. Ideally, employees are graded
annually on their work anniversaries based
on which they are either promoted or are
given suitable distribution of salary raises.
Performance evaluation also plays a direct
role in providing periodic feedback to
employees, such that they are more self-
aware in terms of their performance metrics.
Performance Reporting And
Analytics

Data Management System
• Mirams Training Services have a platform namely which is an online assessment
registered application of us. It is compatible both in Android and IOS platform. It is not only
analyzing real time data, but also provides real time assessment evidence whether assessors try to
improve candidate’s evaluation.
• The user-friendly online system can be performed in desktop as well as tablet and smart phones.
• Assessment can be focused on the individual learner or all individuals together. Before proceeding
for online assessment assessors will give candidates an overview of the system. It will give the
outcome of the whole instruction.
• Assessment records, data and information management handled through Assess Me Web Portal
including backup of electronic records, retention, archiving and retrieval of candidates results for a
period of seven years
• Arrangements for credit, recognition of current competence, recognition of prior learning
“@Assess Me“

Availability Of A Portal And Mechanism To
Integrate With NCVET Portal
Assess Me Web is a cloud base services that provide remote storage and
backup over the internet offer several number of compelling benefits. By
backing up your most important files to a secure, remote server and
protecting the data stored at place of business. Assessors can easily share
large files with Monitoring Team , SSC and other valuable stakeholders by
providing them with password-protected access to online storage service,
thereby eliminating the need to e-mail those large files. And in most cases,
log into account from any computer using a web browser--a great way to
retrieve files when somebody away from PC. Remote storage--especially
during an initial backup session--can be slow, however: It's only as quick as
the speed of network access to that storage. For extremely large files, user
may have to invest in higher speed network access.
Assess Me Web
Take a Tour

Learning Resources Of Assessors
General Assessment Resources :
• Example assessment materials
• A user guide to explain how the assessment tools should be applied
• Instructions for contextualising assessment tools
• Instructions to assessors with regard to the conduct of practical assessments (observation)
• Information about third party evidence collection
• Information on adapting and contextualising assessment materials
• Assessment information that must be conveyed to candidates
Instructions on how holistic assessments can be constructed
explanation of the procedures for:
• Incorporating reasonable adjustment in assessment that maintains the integrity of the unit
• Addressing employability skills
• Addressing language, literacy and numeracy requirements consistent with the workplace
performance requirements specified in the relevant units of competency based on QP & NOS

• Observation at what activities, tasks, processes or substances used could harm the system
• Looking back over past incidents records as they may identify less obvious hazards
• Checking data sheets, instructions, information and guidance
• Consulting with employees (and others) who are carrying out the activities, tasks or processes.
Risk Assessment And
Mitigation Strategies
Identifying Potential Hazards
• Likelihood that harm may occur
• Severity of harm that may occur
• Knowledge about eliminating, reducing or controlling hazards and risks
• Availability of control measures designed to eliminate, reduce or suitably control or the risk
Evaluate Risk Severity And Establish Precautions

Risk Assessment And
Mitigation Strategies
• What hazards were found
• Person(s) or groups affected
• The controls put in place to manage risks and who is monitoring them
• Who carried out the assessment
• On what date the assessment was done.
Implement Changes And Record Of Findings
• After any significant change within the workplace or process in question
• After an accident or any incident has occurred
• After near-misses have been reported.
• Law and focus on the first legal duty
Review Assessment And Reassess If Necessary

• Risk avoidance
is used when the consequences are deemed too high to justify the cost of mitigating
the problem. activities or practices to avoid any exposure to the threat they might
pose.
• Risk acceptance
Accepting a risk for a given period of time to prioritize mitigation effort on other risks.
• Risk transfer
Allocates risks between different parties, consistent with their capacity to protect
against or mitigate the risk. May transfer responsibility for a certain fraction of the risk.
• Risk monitoring
Act of watching projects and the associated risks for changes in the impact of the
associated risks.
• Root cause analysis
A risk mitigation tool by presenting consistent risk assessment and reporting methods.
Risk Mitigation

Industry Participation in Assessment
Industry Involvement In Designing Of Assessment Tools
Involving Industry As An Observer During The Assessment Process Particularly For
Practical.
• We always insist industry representative to visit training centre periodically to understand the course curriculum which
is being used as leaning are matching with their requirement. Subsequently we also invites them to validate our
assessment procedures for better output.
• We also have adopted idea exchange program with several industries for which we are empaneled for assessment .
Through this program we are able to get information about latest technology as well as best international practices
which helps us to design , delivery of our services.
• As we often invite industry experts for our assessors development program , we are getting all necessary skill
requirement inputs based on which we are preparing our assessment tools for effective assessments of the candidates.
• We often adopt reverse engineering mechanism like visiting industry to understand there requirement of skill level for
particular job role and accordingly we design our question bank and other tools of assessment

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