3. Status of Vocational Training in India
Problems at Glance!
1) High drop out rate at secondary
level.
2) System inclined more towards strong
basic academic skills and not just
vocational skills.
3) Lacking private & industry
participation.
4) no opportunity for continuous skill
up-gradation.
5) lack of experienced and qualified
teachers on vocational skills.
6) Unplanned expansion of vocational
sector.
• Only 2% of people of age group 15-29 received formal
vocational training.
• The proportion of persons who received formal
vocational training was the highest among the
unemployed.
4. Brief Proposed Solution:
Local Training Centre
• Training to be imparted at local centres
• Training basically according to the need of the very region and
person’s background
• Training to be imparted by local experts and practitioners.
• Technical tours in villages to encourage its development and bring in
technology.
• Organising competitions for promoting vocational courses.
• Making “Skill Group” for particular interest and then community
efforts to make it successful.
• Introduction of Bachelors of Vocational Education (BVE) for teachers
and trainers.
5. Implementation:
Local trainers in and around the local area to be trained
to run vocational courses.
Government schools and buildings to be used for the
infrastructure need. e.g. Using aanganwadi schools during
evening for the course.
Using college students of near by college to implement
new events and competitions and recognising them for the
same.
6. Why this?
Low cost and effective way of imparting knowledge .
Involve participation of local people and hence lesser
mismanagement of funds.
Help in boosting traditional knowledge and products with
touch of technology.
Mass implementation, even in rural areas.
Improvement in economic background of trainers as well
as trainees.
7. Trainers would be school teachers, skilled artisan or any
learned person who want to contribute to society
Selection criteria
• School teachers,
skilled artisans,
learned volunteers
• Good speaking
skills, English.
• Training imparted
to the applicants.
Recruitment
• A test after giving
training to the
applicants
• Recruitment on basis
of previous
experience.
• Enthusiasm for the
participation.
Advertising
• Posters, advertising
fly overs, social
media
• Good salary for post
of trainer equivalent
to a salary of a
school teacher
• Conferences, rallies
and grouping at
college and school
campuses
Recruitment of Trainers
8. District
Education Office
NGO’s
Online
Management & Mapping
RECRUITERS
Central Management
System
Training Centres
Government Schools
Government halls
Locality community halls
Aanganwadi(in villages)
Organizing camps
Process Flow
Recruitment
according to
preferences of
trainers
Regular
Feedback from
trainees
District and
state level
competition
All necessary
arrangements to be
made by respective
teams in central
management system
Regular
assessment of
trainers as well
as trainees.
Assigning of their respective
zones
Test for selection as trainer
Certified Training of
Selected applicants
9. Implementation Plan
Training model
Selection of applicants
trainees
Training of trainees Examine
• Qualification &
personal
interview
• In city centre
with stipend
• practices,
exposition of
their skills ,
project
• Selection of
trainees on a
exam basis
project
10. District Centre
Where actual training of masses occur …
Planned schedule according to their skills preferences of trainees.
Project work to sharpen their skills.
Economics studies-to teach them market &skills and entrepreneurship skills, knowledge
of business.
Certified course & reference from industries & companies.
Regular evaluation even after course.
Technical tours in villages to encourage its development & bringing in new technology.
organizing skills & groups.
Implementation Plan
Implementation Plan
11. Corporate Help
Job reservation scheme in Industries and corporate world
Specific training program issued by government for any public service
work like nursing and hospital emergency or during natural disaster
etc.
Specific training program for any industry related work.
Reserved position in job for vocational courses say designing, posters,
advertisement etc.
Implementation Plan
12. Organizing Hierarchy
Chief
Coordinator
Skill group
Identify
problems &
requirements of
skill to be build
up.
Recruitmen
t group
Recruitment of
respective
teachers for
every skill.
District
head
Managing
trainees.
Financial
team
Finance &
fund
raising.
Assessment
team
Regular
assessment
of trainer’s
and trainees
Trainers
group
To train the
clients.
Training
group
Managing trainees,
their requirements,
scheduling classes
and other activities
13. Initial cost
Training team Stipend
Advertisement
Approx 10 trainers per
state
2 lack per annum per
trainer
Total cost for approx 20
states = 2x10x20 = 4 Cr
Total district (approx)
= 670
cost per selected
applicant = 1000 Rs per
month
Total annual cost for
all selected applicants =
1000x12x10x670 = 8 Cr
Total estimated
cost for
advertisement
through print media,
television media ,
posters , banners etc
(approx) = 1 Cr
Cost assessment
14. Implementation cost
Per Trainer income
=10000 per month
Total cost =
10000x670x3 = 2 Cr
Centre management
= 15 k per month
Total annual cost =
15000x670x12 = 11 Cr
Total
implementation
cost = 2+11 = 13 Cr
Cost assessment
15. Challenges And Risks
Rural people may not understand the importance
of the training.
There may be lack of sufficient knowledgeable
people in the village.
Accessibility of training centres in remote areas.
There may be problem of enough industrial and
corporate help.
Fund raising from ngo’s , government and
corporate will be a difficult task.
Involving and showing them about need of
vocational knowledge in application.
Using teachers and counselling of these rural
people.
Using Govt. building and schools during
evening time.
Making binding laws for industries to select
employs with vocational knowledge
Govt. funding.
