The document provides an update on the Star Assessment scheme that was launched in August 2013. Some key points:
- 164 job roles across 17 Sector Skill Councils have been proposed for assessment under the scheme.
- As of the date of publication, 7323 trainees had been enrolled, with 464 candidates assessed and 390 results received. The pass rate ranged from 63-94% across courses.
- 11 assessment agencies are currently affiliated, with plans to increase this number as assessments increase in volume. Some issues were noted around briefing trainees and assessors, use of technology, and conducting assessments in local languages.
- Updates are provided on assessments and training programs being conducted for various job roles under different S
1. Gujarat provided the highest percentage of jobs through employment exchanges in India from 2005 to 2007, ranging from 53.64% to 72.77% of total jobs in India.
2. Gujarat was the first state to organize regular recruitment fairs for unemployed persons, with over 400 fairs held annually from 2005-2007 that helped over 200,000 persons find jobs.
3. Gujarat was the first state to establish Placement Advisory Bureaus in ITIs to provide career counseling and job placement assistance to students.
This document provides a case study and business plan proposal for an improved Tulsi mala beads making device developed by RuTAG at IIT Delhi. The plan aims to promote entrepreneurship and increase incomes for women in Bharatpur, Rajasthan currently making beads manually. Key points discussed include:
- The current manual process causes health issues like back/neck pain which the improved device addresses.
- A business plan is proposed to manufacture and sell 10 of the improved devices in the first year, estimated to earn Rs. 9,000-18,000.
- The plan covers market analysis, operations, budget, sales forecast, and financial projections to repay loans if needed. Field testing by RuTAG found the
This document provides information about Intelligence Manpower Services Pvt. Ltd., an organization that provides training and career progression services. It details the organization's legal status, annual turnover, infrastructure including buildings, equipment, and capacity to train over 5,000 trainees per year. The document expresses interest in undertaking skill development training programs under the Prime Minister Kaushal Vikas Yojana and provides details of the organization's experience conducting similar projects, available human resources and placement partners in various sectors. It outlines plans for candidate selection, mobilization, mentoring, placement and post-placement support.
1. Sarthar Basha is seeking a leadership position to utilize his 21 years of experience in industrial quality control, mechanical training, and teaching.
2. He has strong skills in managing people from various backgrounds, problem solving, withstanding stress, and good communication.
3. His experience includes quality control calibration and inspection, equipment maintenance, fabrication work, computer skills, and CNC machine operation from positions in several manufacturing companies and as a technical instructor.
This document is a summer internship project report submitted by Krishna Bhawsar to Dexter Consultancy Pvt. Ltd. The report summarizes three projects worked on during the internship: 1) Optimizing the process of collecting water meter connection data in Ahmedabad to improve water supply, 2) Conducting a feasibility study of a mobile ordering app for different business sectors, and 3) Conducting a "dipstick study" of a client's product to understand why they were losing sales. The report includes the objectives, methodologies, findings, and recommendations for each project. It also acknowledges those who supported and guided the internship experience.
Industry and academia join hands to make India Skill capital of the world. Capacita Connect Founder & MD Ms. Shipra Bhutani will be sharing a stage with Mr. Rajeev Khurana Senior advisor at Maruti Suzuki India Ltd and Mr. Mohit Sakhpara Co-Founder of Inventive 3D & Representative where they will have a Speakers Session on "Employment Landscape - Evolving Workplace, Technology Update”
The document discusses Rajasthan Mission on Skill and Livelihoods (RMoL), a government initiative in Rajasthan, India. It provides details on RMoL's skill training programs, including sectors covered, number of trainees, budget, best practices, and new initiatives. Some key points include:
- RMoL has trained over 72,000 youth across 32 districts since 2005 through programs offered by 340 partner institutions.
- 192 skill training courses of varying durations are offered in 34 sectors with high employment potential. Measures like on-the-job training and tool kits are included.
- Best practices involve incorporating entrepreneurship and soft skills modules, ensuring infrastructure, and conducting employment follow-ups
This document provides an overview of Project Kushal, a joint initiative between CREDAI Pune Metro and the National Skill Development Corporation (NSDC) to provide on-the-job training to construction workers. The key points are:
1) Project Kushal aims to train 20,000 construction workers in Pune over 3 years in 6 trades, with a focus on 80% practical and 20% classroom training at no cost to trainees.
2) Trainees learn skills while continuing to earn wages, and receive certifications upon completion from industry partners. Project Kushal benefits workers through skills and wage increases, and benefits developers, contractors, and engineers through improved quality, productivity and synergy.
1. Gujarat provided the highest percentage of jobs through employment exchanges in India from 2005 to 2007, ranging from 53.64% to 72.77% of total jobs in India.
2. Gujarat was the first state to organize regular recruitment fairs for unemployed persons, with over 400 fairs held annually from 2005-2007 that helped over 200,000 persons find jobs.
3. Gujarat was the first state to establish Placement Advisory Bureaus in ITIs to provide career counseling and job placement assistance to students.
This document provides a case study and business plan proposal for an improved Tulsi mala beads making device developed by RuTAG at IIT Delhi. The plan aims to promote entrepreneurship and increase incomes for women in Bharatpur, Rajasthan currently making beads manually. Key points discussed include:
- The current manual process causes health issues like back/neck pain which the improved device addresses.
- A business plan is proposed to manufacture and sell 10 of the improved devices in the first year, estimated to earn Rs. 9,000-18,000.
- The plan covers market analysis, operations, budget, sales forecast, and financial projections to repay loans if needed. Field testing by RuTAG found the
This document provides information about Intelligence Manpower Services Pvt. Ltd., an organization that provides training and career progression services. It details the organization's legal status, annual turnover, infrastructure including buildings, equipment, and capacity to train over 5,000 trainees per year. The document expresses interest in undertaking skill development training programs under the Prime Minister Kaushal Vikas Yojana and provides details of the organization's experience conducting similar projects, available human resources and placement partners in various sectors. It outlines plans for candidate selection, mobilization, mentoring, placement and post-placement support.
1. Sarthar Basha is seeking a leadership position to utilize his 21 years of experience in industrial quality control, mechanical training, and teaching.
2. He has strong skills in managing people from various backgrounds, problem solving, withstanding stress, and good communication.
3. His experience includes quality control calibration and inspection, equipment maintenance, fabrication work, computer skills, and CNC machine operation from positions in several manufacturing companies and as a technical instructor.
This document is a summer internship project report submitted by Krishna Bhawsar to Dexter Consultancy Pvt. Ltd. The report summarizes three projects worked on during the internship: 1) Optimizing the process of collecting water meter connection data in Ahmedabad to improve water supply, 2) Conducting a feasibility study of a mobile ordering app for different business sectors, and 3) Conducting a "dipstick study" of a client's product to understand why they were losing sales. The report includes the objectives, methodologies, findings, and recommendations for each project. It also acknowledges those who supported and guided the internship experience.
Industry and academia join hands to make India Skill capital of the world. Capacita Connect Founder & MD Ms. Shipra Bhutani will be sharing a stage with Mr. Rajeev Khurana Senior advisor at Maruti Suzuki India Ltd and Mr. Mohit Sakhpara Co-Founder of Inventive 3D & Representative where they will have a Speakers Session on "Employment Landscape - Evolving Workplace, Technology Update”
The document discusses Rajasthan Mission on Skill and Livelihoods (RMoL), a government initiative in Rajasthan, India. It provides details on RMoL's skill training programs, including sectors covered, number of trainees, budget, best practices, and new initiatives. Some key points include:
- RMoL has trained over 72,000 youth across 32 districts since 2005 through programs offered by 340 partner institutions.
- 192 skill training courses of varying durations are offered in 34 sectors with high employment potential. Measures like on-the-job training and tool kits are included.
- Best practices involve incorporating entrepreneurship and soft skills modules, ensuring infrastructure, and conducting employment follow-ups
This document provides an overview of Project Kushal, a joint initiative between CREDAI Pune Metro and the National Skill Development Corporation (NSDC) to provide on-the-job training to construction workers. The key points are:
1) Project Kushal aims to train 20,000 construction workers in Pune over 3 years in 6 trades, with a focus on 80% practical and 20% classroom training at no cost to trainees.
2) Trainees learn skills while continuing to earn wages, and receive certifications upon completion from industry partners. Project Kushal benefits workers through skills and wage increases, and benefits developers, contractors, and engineers through improved quality, productivity and synergy.
1. Sarthar Basha is seeking a leadership position to utilize his 21 years of experience in industrial operations, teaching, and training.
2. He has strengths in people management, problem identification and resolution, working under stress, and good communication skills.
3. His experience includes quality control calibration, instrument calibration, machine operation, fabrication work, mechanical services, and computer and CNC knowledge.
This document provides an internship report on the HR policies of Zeal Knitwear Ltd. It begins with an introduction and background on the study. It then discusses the objectives of the study and data collection methods. The literature review covers topics like HR planning, recruitment, training, compensation, succession planning, and retention.
The findings chapter provides an overview of Zeal Knitwear, including its mission, vision, and products. It describes the core activities of the HR department and the intern's responsibilities, which included orientation, recruitment assistance, reviewing manpower, attendance maintenance, and policy review.
The recommendations chapter suggests recruiting more HR personnel, providing more job satisfaction facilities, monitoring line managers better, and introducing career
The document summarizes West Bengal's efforts to develop vocational skills training programs. It notes that West Bengal aims to train 30 million people by 2022 to meet India's overall goal of training 500 million skilled workers. It outlines West Bengal's demographic information and current education and skills training programs. It also discusses the government's plans to expand polytechnics, ITIs, and vocational programs in partnership with industries to develop a skilled workforce and improve employment outcomes.
The Tamil Nadu PudhuVazhvu Project aims to reduce poverty through skills training and job placement. It operates in 25 districts targeting 9.8 lakh poor households and 5 million poor individuals. The project identifies the poor through community participation. It forms Village Poverty Reduction Committees to plan and oversee the project. Over 1.6 lakh youth have been trained in various skills like driving, garments making, and computer skills. More than 1.27 lakh youth have been placed in jobs, generating Rs. 635 million in monthly incomes. The project partners with industries and institutions to provide training and arrange jobs. Success stories highlight how skills training has empowered individuals from poor families to secure employment
The document summarizes the student's 10-week industrial training report at the Institut Kemahiran Belia Negara Temerloh (IKBNT). During the training, the student assisted instructors by teaching classes, wrote modules, and serviced vehicles. The student gained hands-on experience in automotive maintenance and learned management skills by assisting with workshop administration. The training provided valuable exposure to applying mechanical engineering concepts learned in university to the automotive technology programs offered at IKBNT.
Ecovis R. Kabra & Co. is a chartered accountancy firm based in Mumbai, India. The report discusses the author's 8-week internship at the firm, where they learned about the audit procedures and processes followed by the firm. During the internship, the author assisted with concurrent audits of Central Bank of India and Corporation Bank, as well as statutory audits of Hooghly Ltd. and Industeel Ltd. The report provides an overview of the audit work performed and the tasks undertaken by the author during their learning experience at the firm.
This document is a summer internship project report submitted by Dipangshu Sarkar to Jaipuria Institute of Management in partial fulfillment of the requirements for a Post Graduate Diploma in Management. The report details Sarkar's 8-week internship at Axis Bank's Nagpur branch, where he gained exposure and experience in the bank's Clearing, Government Business, Front Desk, and Small and Medium Enterprises departments. The report includes analyses of the operational activities and savings/investment patterns of retail customers in these departments. It also outlines the key learnings and conclusions Sarkar drew from working in each area of the bank during his internship.
Narayan Dutt Tiwari has educational qualifications including a B-Tech in Mechanical Engineering from Krishna Institute of Technology, Kanpur in 2012 with a CGPA of 67.16%. He has work experience as an Associate at Delhivery PVT ltd from December 2014 to present and as a Sales Executive at Gold's Gym in Gurgaon from April 2013 to November 2014. He has also completed a 4 week training at HAL TAD Kanpur in 2013. His projects include a Bachelor's project on a Four Wheel Steering Mechanism and a Bachelor's seminar on Space Shuttles.
The document is a report submitted by Isaac Murambi Muchika on his 3-month industrial attachment at Africa Merchant Assurance Company Limited (AMACO). The report provides an overview of AMACO, including that it is a leading general insurance company in Kenya established in 2000. It also describes the student's responsibilities in the Underwriting department, including policy scheduling, issuance of certificates, documentation, and preparation of quotations. The report evaluates the student's experience at AMACO and provides recommendations to improve the company's operations.
I Improving the Employability Framework through SIIP – Curriculum development, Skill enhancement, Staff Exchange, Industrial Projects, Accreditaon, Survey & Rankings.
II. Role of SIIP in promong inclusive growth – Enhancing Alumni involvement, Students' Job placement, Entrepreneurship, Internships
III. Scaling up of successful SIIP models – Best pracces
{ To Study the structure and function of HR policy in HCL/ICC,
{ To compare the HR policy of HCL/ICC with other companies of similar profile
{ To find out the key techniques that makes The HR Policy effective and valuable in HCL/ICC and in other organizations.
Sarthar Basha is applying for the position of Mechanical Trainer at a Technical Training Institute. He has over 21 years of experience in teaching and industrial training. He holds a Diploma in Mechanical Engineering and has worked as an instructor, trainer, and engineer across various industries and training institutions in India and Oman.
The document provides an overview of Caparo India, a subsidiary of UK-based Caparo Group. Caparo India began operations in 1994 through a joint venture with Maruti Suzuki and now has two strategic business entities and over 5000 employees across 25 facilities in India. It offers automotive systems, assemblies, components and engineering solutions to Indian automotive OEMs. However, due to overcapacity built up prior to the 2008 recession, Caparo is still dealing with the impact on its finances and ratings. It is pursuing a strategy to move into higher value segments like chassis and suspension products to improve margins.
This document summarizes the human resource practices of Maruti Suzuki in India. It discusses Maruti Suzuki's recruitment process which includes an all India test and interviews. New recruits undergo an induction program to learn about the company and automobile industry. Employees receive ongoing training throughout their careers. Maruti Suzuki also focuses on customer satisfaction through various initiatives to collect feedback and resolve complaints. The summary provides an overview of the key human resource initiatives and practices at Maruti Suzuki.
This document is a summer intern project report submitted by Braj Kishor Sah to partially fulfill requirements for a Bachelor of Technology degree in Ceramic Engineering. It describes Sah's 8-week internship at Steel Authority of India Limited's Refractory Unit in Ramgarh, Jharkhand, India. The report includes sections on raw materials used, production processes, maintenance, hydraulics, purchasing, the laboratory, electrical systems, stores, and brick sizes manufactured at the facility.
The Govt. Industrial Training Institute in Mandi, Himachal Pradesh was established in 1941. It has a mission to develop a sound system of technical education for excellence, relevance, and participation to provide employment and support economic growth. It aims to produce a world-class trained workforce to benefit India's large population. The institute provides training across 14 trades with a total sanctioned intake of 773 students in both free and fee-based programs. It has daytime and evening shifts to maximize utilization of its machinery and equipment.
This document is a research proposal submitted by Jayarathne H Maneesha to the National School of Business Management in partial fulfillment of the requirements for a BSc degree in business management. The proposal examines the relationship between good health and safety practices and the productive operations of organizations in the manufacturing industry. It outlines the background and importance of the study, identifies the research problem as workplace accidents and lack of safety knowledge, and establishes the objectives as determining accident causes, health hazards, and the relationship between health/safety and efficiency to make recommendations for improving employee health and safety.
The document discusses a study conducted to analyze the effectiveness of employee trainings at TATA HITACHI CONSTRUCTION MACHINERY PVT. LTD. using the Kirkpatrick model. Data was collected through questionnaires given to training participants and their supervisors to assess any changes in on-the-job behavior and performance. The study aimed to identify areas of improvement and enhance future training programs. Analysis was done department-wise to evaluate pre- and post-training employee performance and determine if knowledge from trainings was applied on the job.
The document provides updates from Balmer Lawrie & Co. Ltd. over the month of June 2013. It can be summarized as follows:
1. The month of June saw several events including visits by government officials, signing of an MOU to set up a drum manufacturing plant in Bangladesh, and observance of World Environment Day across various units.
2. Promotions were announced for several employees effective July 1st.
3. Preparations were underway for the go-live of the new SAP ERP system in August, including user training sessions in June and July. The rollout was aimed to transform operations through leveraging appropriate technology solutions.
Be the one who always try to win, be the best among the co worker. Regarded and respected in and around your organization. Try to develop the society in the way that the society produces the best out of it. Be the learner and while giving the best try to observe the best from the person you are giving to. The best solution is to negotiate
The newsletter provides updates from various Sector Skill Councils (SSCs) in India for November-December 2013. Key highlights include:
1) Aajeevika Skills program aligned their curriculums with SSC Qualification Packs to improve skills training.
2) Several SSCs like Automotive, Capital Goods developed National Occupational Standards through industry workshops.
3) SSCs signed agreements to strengthen skills training with initiatives like the STAR scheme in sectors like gems & jewelry and construction.
This document discusses gender budgeting and skill development in India. It provides an overview of national skill development policies and programs, highlighting efforts to promote skill development and workforce participation among women, such as establishing mobile training units, flexible timings, and apprenticeship opportunities in non-traditional fields. It also presents data on the number of women enrolled in and completing various skill training programs. Key sectors are identified where women participation is high or increasing, and challenges are noted around placing and retaining all trained women candidates. The creation of career pathways integrating education and skills is outlined, with a focus on making qualifications aligned between academic levels and national standards.
1. Sarthar Basha is seeking a leadership position to utilize his 21 years of experience in industrial operations, teaching, and training.
2. He has strengths in people management, problem identification and resolution, working under stress, and good communication skills.
3. His experience includes quality control calibration, instrument calibration, machine operation, fabrication work, mechanical services, and computer and CNC knowledge.
This document provides an internship report on the HR policies of Zeal Knitwear Ltd. It begins with an introduction and background on the study. It then discusses the objectives of the study and data collection methods. The literature review covers topics like HR planning, recruitment, training, compensation, succession planning, and retention.
The findings chapter provides an overview of Zeal Knitwear, including its mission, vision, and products. It describes the core activities of the HR department and the intern's responsibilities, which included orientation, recruitment assistance, reviewing manpower, attendance maintenance, and policy review.
The recommendations chapter suggests recruiting more HR personnel, providing more job satisfaction facilities, monitoring line managers better, and introducing career
The document summarizes West Bengal's efforts to develop vocational skills training programs. It notes that West Bengal aims to train 30 million people by 2022 to meet India's overall goal of training 500 million skilled workers. It outlines West Bengal's demographic information and current education and skills training programs. It also discusses the government's plans to expand polytechnics, ITIs, and vocational programs in partnership with industries to develop a skilled workforce and improve employment outcomes.
The Tamil Nadu PudhuVazhvu Project aims to reduce poverty through skills training and job placement. It operates in 25 districts targeting 9.8 lakh poor households and 5 million poor individuals. The project identifies the poor through community participation. It forms Village Poverty Reduction Committees to plan and oversee the project. Over 1.6 lakh youth have been trained in various skills like driving, garments making, and computer skills. More than 1.27 lakh youth have been placed in jobs, generating Rs. 635 million in monthly incomes. The project partners with industries and institutions to provide training and arrange jobs. Success stories highlight how skills training has empowered individuals from poor families to secure employment
The document summarizes the student's 10-week industrial training report at the Institut Kemahiran Belia Negara Temerloh (IKBNT). During the training, the student assisted instructors by teaching classes, wrote modules, and serviced vehicles. The student gained hands-on experience in automotive maintenance and learned management skills by assisting with workshop administration. The training provided valuable exposure to applying mechanical engineering concepts learned in university to the automotive technology programs offered at IKBNT.
Ecovis R. Kabra & Co. is a chartered accountancy firm based in Mumbai, India. The report discusses the author's 8-week internship at the firm, where they learned about the audit procedures and processes followed by the firm. During the internship, the author assisted with concurrent audits of Central Bank of India and Corporation Bank, as well as statutory audits of Hooghly Ltd. and Industeel Ltd. The report provides an overview of the audit work performed and the tasks undertaken by the author during their learning experience at the firm.
This document is a summer internship project report submitted by Dipangshu Sarkar to Jaipuria Institute of Management in partial fulfillment of the requirements for a Post Graduate Diploma in Management. The report details Sarkar's 8-week internship at Axis Bank's Nagpur branch, where he gained exposure and experience in the bank's Clearing, Government Business, Front Desk, and Small and Medium Enterprises departments. The report includes analyses of the operational activities and savings/investment patterns of retail customers in these departments. It also outlines the key learnings and conclusions Sarkar drew from working in each area of the bank during his internship.
Narayan Dutt Tiwari has educational qualifications including a B-Tech in Mechanical Engineering from Krishna Institute of Technology, Kanpur in 2012 with a CGPA of 67.16%. He has work experience as an Associate at Delhivery PVT ltd from December 2014 to present and as a Sales Executive at Gold's Gym in Gurgaon from April 2013 to November 2014. He has also completed a 4 week training at HAL TAD Kanpur in 2013. His projects include a Bachelor's project on a Four Wheel Steering Mechanism and a Bachelor's seminar on Space Shuttles.
The document is a report submitted by Isaac Murambi Muchika on his 3-month industrial attachment at Africa Merchant Assurance Company Limited (AMACO). The report provides an overview of AMACO, including that it is a leading general insurance company in Kenya established in 2000. It also describes the student's responsibilities in the Underwriting department, including policy scheduling, issuance of certificates, documentation, and preparation of quotations. The report evaluates the student's experience at AMACO and provides recommendations to improve the company's operations.
I Improving the Employability Framework through SIIP – Curriculum development, Skill enhancement, Staff Exchange, Industrial Projects, Accreditaon, Survey & Rankings.
II. Role of SIIP in promong inclusive growth – Enhancing Alumni involvement, Students' Job placement, Entrepreneurship, Internships
III. Scaling up of successful SIIP models – Best pracces
{ To Study the structure and function of HR policy in HCL/ICC,
{ To compare the HR policy of HCL/ICC with other companies of similar profile
{ To find out the key techniques that makes The HR Policy effective and valuable in HCL/ICC and in other organizations.
Sarthar Basha is applying for the position of Mechanical Trainer at a Technical Training Institute. He has over 21 years of experience in teaching and industrial training. He holds a Diploma in Mechanical Engineering and has worked as an instructor, trainer, and engineer across various industries and training institutions in India and Oman.
The document provides an overview of Caparo India, a subsidiary of UK-based Caparo Group. Caparo India began operations in 1994 through a joint venture with Maruti Suzuki and now has two strategic business entities and over 5000 employees across 25 facilities in India. It offers automotive systems, assemblies, components and engineering solutions to Indian automotive OEMs. However, due to overcapacity built up prior to the 2008 recession, Caparo is still dealing with the impact on its finances and ratings. It is pursuing a strategy to move into higher value segments like chassis and suspension products to improve margins.
This document summarizes the human resource practices of Maruti Suzuki in India. It discusses Maruti Suzuki's recruitment process which includes an all India test and interviews. New recruits undergo an induction program to learn about the company and automobile industry. Employees receive ongoing training throughout their careers. Maruti Suzuki also focuses on customer satisfaction through various initiatives to collect feedback and resolve complaints. The summary provides an overview of the key human resource initiatives and practices at Maruti Suzuki.
This document is a summer intern project report submitted by Braj Kishor Sah to partially fulfill requirements for a Bachelor of Technology degree in Ceramic Engineering. It describes Sah's 8-week internship at Steel Authority of India Limited's Refractory Unit in Ramgarh, Jharkhand, India. The report includes sections on raw materials used, production processes, maintenance, hydraulics, purchasing, the laboratory, electrical systems, stores, and brick sizes manufactured at the facility.
The Govt. Industrial Training Institute in Mandi, Himachal Pradesh was established in 1941. It has a mission to develop a sound system of technical education for excellence, relevance, and participation to provide employment and support economic growth. It aims to produce a world-class trained workforce to benefit India's large population. The institute provides training across 14 trades with a total sanctioned intake of 773 students in both free and fee-based programs. It has daytime and evening shifts to maximize utilization of its machinery and equipment.
This document is a research proposal submitted by Jayarathne H Maneesha to the National School of Business Management in partial fulfillment of the requirements for a BSc degree in business management. The proposal examines the relationship between good health and safety practices and the productive operations of organizations in the manufacturing industry. It outlines the background and importance of the study, identifies the research problem as workplace accidents and lack of safety knowledge, and establishes the objectives as determining accident causes, health hazards, and the relationship between health/safety and efficiency to make recommendations for improving employee health and safety.
The document discusses a study conducted to analyze the effectiveness of employee trainings at TATA HITACHI CONSTRUCTION MACHINERY PVT. LTD. using the Kirkpatrick model. Data was collected through questionnaires given to training participants and their supervisors to assess any changes in on-the-job behavior and performance. The study aimed to identify areas of improvement and enhance future training programs. Analysis was done department-wise to evaluate pre- and post-training employee performance and determine if knowledge from trainings was applied on the job.
The document provides updates from Balmer Lawrie & Co. Ltd. over the month of June 2013. It can be summarized as follows:
1. The month of June saw several events including visits by government officials, signing of an MOU to set up a drum manufacturing plant in Bangladesh, and observance of World Environment Day across various units.
2. Promotions were announced for several employees effective July 1st.
3. Preparations were underway for the go-live of the new SAP ERP system in August, including user training sessions in June and July. The rollout was aimed to transform operations through leveraging appropriate technology solutions.
Be the one who always try to win, be the best among the co worker. Regarded and respected in and around your organization. Try to develop the society in the way that the society produces the best out of it. Be the learner and while giving the best try to observe the best from the person you are giving to. The best solution is to negotiate
The newsletter provides updates from various Sector Skill Councils (SSCs) in India for November-December 2013. Key highlights include:
1) Aajeevika Skills program aligned their curriculums with SSC Qualification Packs to improve skills training.
2) Several SSCs like Automotive, Capital Goods developed National Occupational Standards through industry workshops.
3) SSCs signed agreements to strengthen skills training with initiatives like the STAR scheme in sectors like gems & jewelry and construction.
This document discusses gender budgeting and skill development in India. It provides an overview of national skill development policies and programs, highlighting efforts to promote skill development and workforce participation among women, such as establishing mobile training units, flexible timings, and apprenticeship opportunities in non-traditional fields. It also presents data on the number of women enrolled in and completing various skill training programs. Key sectors are identified where women participation is high or increasing, and challenges are noted around placing and retaining all trained women candidates. The creation of career pathways integrating education and skills is outlined, with a focus on making qualifications aligned between academic levels and national standards.
India Can - Mission on Skills and LivelihoodsRam N Kumar
This document provides an overview of IndiaCan and its skill development projects. It discusses IndiaCan's vision, operational overview with different business verticals, and snapshots of current and past projects. Key points include:
- IndiaCan's vision is to transform lives by providing certified job skills through innovative learning and best customer experience.
- It has diversified offerings including test prep, vocational skills, higher education services, and proposed entry into hard skills sectors.
- Snapshots of current projects include those in Rajasthan, Jammu & Kashmir, West Bengal targeting unemployed youth.
- Upcoming initiatives involve healthcare programs with Apollo Hospitals and content for automotive and other industry skills councils.
- The plan for
This monthly bulletin from Balmer Lawrie discusses several topics:
1) It reminds employees to set KPTs and complete performance reviews by the deadlines set by HR.
2) It highlights that the company successfully observed National Safety Week in March with the theme of cultivating a culture of safety.
3) It notes that elections are underway in India to constitute the 17th Lok Sabha, and encourages exercising the right to vote.
The document provides a monthly bulletin from Balmer Lawrie for July 2016. It summarizes the company signing an MOU with the Ministry of Petroleum and Natural Gas for the upcoming fiscal year and encourages employees to help the company achieve its targets. It also highlights some of the Indian government's achievements over the past two years such as increasing road construction and reducing delayed infrastructure projects. The bulletin provides updates on activities across Balmer Lawrie units including observing International Yoga Day and World Environment Day with various events. It also lists recent employee promotions.
Registered under Indian Trust Act 1882 and with members, partners, associates in almost all the states of India SDC – SOCIAL DEVELOPMENT CLUB is a development organization incorporated by some well known social activists of India. SDC provides a wide range of effective services and support to its members and bridge the gap between various stakeholders of social change. In a very short span of time the organization delivered high end services to its member organizations and with a key focus on skill development sector it also organized various training programs and workshops for medium and small players in various states of the country.
SPC Lifesciences Pvt. Ltd. conducted a change management training on October 4th, 2017 for their operational excellence project. As an outcome, a change management plan was created that includes actions, timing, communication, and plans to address potential obstacles.
CBEPL organized a 3-day IATF 16949:2016 internal auditor training from October 9th to 11th, 2017. IATF 16949 is an evolving global standard for quality management in the automotive industry.
CBEPL successfully completed an international accredited lean management champion training on October 28th and 29th 2017. Participants from various companies attended the interactive program.
This report provides an insight to the available training options in India for MSME entrepreneurs and emphasizes the opportunities available in this area. It covers the brief introduction of the MSME sector importance to Indian economy. Various training programs especially by the government institution are covered. Some of the course facets and requirements are elaborated through an in depth research on a
considerable base of respondents comprising of entrepreneurs, students and faculties. Finally recommendations are given to bridge the gap between the actual and desired state of the course.
Skill Development Initiatives at Centurion University by Dr. Chandrabhanu Pat...CEMCA
Centurion University provides skill development training through its social enterprise Gram Tarang Employability Training Services. Gram Tarang offers a variety of skills training programs ranging from 2 months to 2 years to train over 10,000 individuals annually in sectors such as manufacturing, automotive, apparel, retail and hospitality. Gram Tarang works with industry partners to conduct joint skills training programs and has placed over 40,000 trainees since 2006, with a placement rate of 84% on average.
The automobile industry in India is the fourth largest in the world and has attracted significant foreign investment. The two-wheeler segment dominates the domestic market, accounting for over 80% of total sales. The government has introduced several initiatives like FAME-I and FAME-II schemes to promote electric vehicles and establish testing infrastructure, with a goal of making India a global manufacturing hub for automobiles.
The document discusses India's Skill India program, an initiative launched in 2015 by Prime Minister Narendra Modi to provide skill training to Indian youth. The goal is to train over 40 crore people in different skills by 2022. The program provides training and certification in various occupations that is valid for both public and private sector jobs. It aims to enhance skills, support career guidance, and reduce unemployment in India. Challenges include mobilizing participation, ensuring employers value the training, and addressing mismatches between skills learned and job market needs.
This document summarizes the minutes from a meeting to design curriculum for fire and safety engineering training programs. Twenty-one members from organizations like the fire department, railways, ports, and private companies attended to contribute their expertise. The group discussed developing short-term, modular training programs to address the lack of skilled workers in this important but underserved sector. The curriculum would include core competencies and multiple pathways for qualifications to benefit different groups of students.
Highlighting the government’s focus on Skill Development to achieve economic & social development through the country’s huge active population (between 15-45 years), the presentation details the changing scenario of the skill development sector in India and the state of Gujarat.
DDU-GKY is the Government of India's flagship placement-linked skill training program that aims to skill and place rural youth. It provides free skill training for durations of 3-12 months in various vocational trades along with mandatory placement assistance. Trades are chosen based on market demand. The program is implemented through Project Implementing Agencies following strict quality standards to ensure placement of at least 75% candidates.
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2. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Star Scheme – An Update
This edition covers the Star assessments that has been rolled out successfully after the launch of STAR scheme on 16
August 2013. The assessments have started in full swing and at present 164 job roles across 17 Sector Skill Councils
have been proposed. NSDC is making an earnest effort to increase the number of Assessment agencies while
ensuring that there is no compromise on its quality. NSDC STAR team is working proficiently and visiting the
Assessment sites to overlook the rigour and process adherence.
At present, 149 training organizations (NSDC affiliated partners, Government affiliated partners and others), along with
11 Assessment agencies have been affiliated with various Sector Skill Councils.
7323 trainees have been enrolled already, out of which 464 candidates have been assessed. Assessment results of 390
candidates have been received till date, out of which 293 have cleared the assessment. The pass percentage varies from
63% to 94% across various courses.
02
3. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Status of Assessment Agencies
Assessment being one of the most crucial parts of the overall student life cycle in the S.T.A.R. scheme, NSDC has tried
to create a model of outcome based assessments which evaluates a student on the performance.
NSDC is also in touch with the CEOs of the SSCs to ramp up the number of Assessment agencies as the volume of
Assessments goes up.
Already affiliated
11 Assessment Agencies (3 are part of DGET list of 35 agencies)
No of Assessors
118
Pipeline of Assessors
18 (in next 30 days)
Assessment Findings
Generic Issues- Briefing of participating candidates and trainers about the benefits of the STAR Scheme could have been
more coherent. Benefits about the monetary rewards and training on National Occupational standards and its benefits
were not shared clearly with the candidates. This lead to ambiguity amongst students and trainers.
Assessor Related Issues - Most assessors were not trained and certified by the Sector Skill Councils. Assessors were not
briefed about the STAR scheme and its benefits. The process of assessment amongst most assessors was not clearly
communicated by the SSCs.
Technology Issues - In smaller regions and in hard sectors like Agriculture and Leather, the candidates were not digitally
literate. This posed as a challenge where the assessment were captured using a tablet/technology. In some cases where
the tablets/technology was linked to the internet, the speed of the internet slowed the process of assessments.
Language Issues- In some cases the assessment exams were only in English and not in the local language. This posed as a
challenge where the job role does not require fluency in English.
Participating SSC's and assessment agencies
03
4.
5. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Agriculture Skill Council of India
Participation in Global Agri Connect-2013
Evolving Skill Dimensions: The Lever to Agriculture Growth
Agriculture Skill Council of India (ASCI) participated in 3rd Global
Agri Connect 2013, organized by National Skill Foundation of India,
at IARI Campus, PUSA Road Delhi from 25 to 27 October, 2013. It
focuses on drivers of change, new ideas, innovations and success
stories in the field of skill development not only in India but across
the globe.
ASCI participated in the annual agriculture advocacy event with a
focus on generating awareness on potential opportunities in the
Skill Development space in Agriculture. This was done through
generation of awareness about the crucial role of the same in
sustaining lives and livelihood of farmers. It was widely appreciated
and acknowledged by many dignitaries from reputed organizations,
professors, students who visited the ASCI stall. Apart from
numerous other activities many farmers from different parts of the
country visited and expressed interest while welcoming this new
concept of Agri Skilling.
During the conference Dr. N K Dadlani and Mr. Kris Iyengar,
Members of Governing Council, Agriculture Skill Council of India,
made presentations on 'Agriculture Skill Council of India: On the
Road to Agriculture Growth with a Dynamic Agenda' and 'Industry
Participation in Skilling for Modern Agriculture' respectively and the
same was very well received and appreciated by the audience.
ASCI Stall at Agri Connect-2013
From left Ms. Priyanka Prakash (Manager, ASCI),
Dr. Satender Singh Arya,Chief Executive Officer
(ASCI), Mr. Manzood Alam, Sr. Manager (ASCI),
Mr. Rituraj Ranjan, Finance Manager(IOT),ASCI
A knowledge report on Agriculture skilling was also brought out
during the event providing information related to the latest
developments and activities in the field of Agri Skilling and
highlighting the critical need of
the same.
People appreciated the fact that
such kind of structured training
is taking place in the Agriculture
Sector, driven by Agriculture
Skill Council of India for the first
time in India.
Dr. N K Dadlani, Member of Governing Council, Agriculture Skill Council
of India delivering a presentation on 'Agriculture Skill Council of India:
On the Road to Agriculture Growth with a Dynamic Agenda'
05
Mr. Kris Iyengar, Member of
Governing Council, ASCI, delivering
a presentation on'Industry
Participation in Skilling for Modern
Agriculture'
6. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Successful completion of Pilot Training Programs
The trainings under the National Skill Certification and Monetary Reward scheme, also branded as 'STAR' is in full
swing. The trainings under the scheme are happening in accordance to the National Occupational Standards, for
different job roles in the agriculture sector developed by Agriculture Skill Council of India(ASCI).
The pilot batches have been successfully completed by IL&FS Skills and Drishtee for 'Tea Plantation
Worker'and'Paddy Farmer' job roles. Tea Plantation Worker training started on 16 September 2013 with one batch of
35 farmers enrolled at West Tripura and Paddy Farmer training started on 23
September 2013 with 125 farmers both male and female enrolled at Munger
district, Bihar. Training for Paddy Farmer was done in 4 batches at four
different centers.
Assessment of Tea Plantation Worker has been conducted by 'Aspiring Minds',
the empanelled Assessment Agency of ASCI and assessment for Paddy Farmer
has been conducted by 'Anant Learning & Development'.
Trainees are being assessed on technical as well as overall
domain knowledge, to ensure their work readiness. The main
purpose of conducting the NOS aligned trainings and
assessments, is to ensure the hands on skills for the
resources.The successful trainees would be issued certificates
from ASCI.
Assessments
undergoing at
Training Centers
Various training organizations are joining hands with ASCI in
order to extend the benefit of the STAR scheme to maximum
candidates with plans to offer trainings to the farmers, across
various regions of the country, are also applying for affiliation with ASCI, to offer NOS aligned courses on Agriculture
and Allied Sector.
Aajeevika Skills and Sector Skill Councils
Chairman of Agriculture Skill Council of India (ASCI), Mr. Sanjeev Asthana,
delivered a presentation on 'Possible role of ASCI in Aajeevika Skills' in an
event organized byMinistry of Rural Development(MoRD) for Ajeevika Skills at
Vigyan Bhawan on 8 October2013. The purpose of the event was to align skill
initiative under Ajeevika with sector skill council and to improve the quality of
trainings at large. In this regard a meeting of SSC was held with the state
government officials and PIAs of the Aajeevika programme run by the
Mr. Basab Banerjee, NSDC Head Standards &
Ministry of Rural Development.
QA along with other dignitaries
Mr. Jairam Ramesh,Hon. Minister of Rural Development (GOI), Mr. S
Ramadorai, Chairman, NSDA & NSDC, Mr. L C Goyal, Secretary. Ministry of
Rural Development attended the meeting and interacted with SSC
Chairmen. It was agreed to align the Ajeevika programmes with National
Occupational Standards and also that the SSCs would work to certify the
trainees coming out of the system.
Mr. Sanjeev Asthana, Chairman, ASCI delivering a presentation
on 'Role of Agriculture Skill Council of India in Aajeevika Skill'.
06
7. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Automotive Skills development Council
Inaugration of Centres of ASDC Training Partners:
Auto Zeal Institute was inaugurated at Gurgaon on 9
October 2013. Gurgaon centre will be offering two courses:
Sales & Servicing
Auto Zeal Institutebeing inaugurated
Inauguration of University of Engineering & Management
(UEM), Jaipur
State Govt. officials, ITI's, Polytechnic Diploma Principals &
Directors attended the inauguration ceremony.
Mr. S. K. Chaturvedi graced the inauguration
ceremony as chief guest at Jaipur
NOS- QP's & Training Curriculum support
Clarifications were offered to resolve queries related to the extent of practical training on CNC, Projection /Spot
welding, Painting equipment etc.QP content is expected to be covered completely by Training Partners
Centre evaluation:
Centre evaluation done at
Kuttukaran Institute,
Cochin for 'Servicing'.
07
8. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
BFSI Sector Skill Council of India
Star Assessments Update
The BFSI Sector Skill council is a fairly new Council participating in the STAR scheme. The pilot batch of the BFSI Sector
Skill Council was conducted at Gauthami College in Nizamabad, Andhra Pradesh. The college was generous to give
BSE Institute the space to conduct the training under the scheme and some candidates were also mobilized from the
college.
Assessments of the BFSI Sector Skill Council being conducted at Gauthami College in Nizamabad, Andhra Pradesh.
08
9. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Gems & Jewellery Skill Council of India
Star Assessments Update
The BFSI Sector Skill council is a fairly new Council participating in the STAR scheme. The pilot batch of the BFSI Sector
Skill Council was conducted at Gauthami College in Nizamabad, Andhra Pradesh. The college was generous to give
BSE Institute the space to conduct the training under the scheme and some candidates were also mobilized from the
college.
Inauguration of the Jewellery Skilling Centre at the hands of Honourable FM, Mr. Dharmesh Sodah, CEO, GJSCI and Mr. Ruban
Hobday, Regional Director, South India, GJEPC look on. On right - GJSCI CEO, Mr. Dharmesh Sodah explaining the set up to
Honourable FM.
On 5October 2013, IL&FS Skill Development Corporation, a GJSCI affiliated training partner launched a new training
centre at Karaikudi, Tamil Nadu. Alagappa University is also associated with IL&FS for this course. The Centre was
inaugurated by the Honourable Finance Minister of India
Mr. P. Chidambaram. This center imparts training in 8 trades across different sectors like Retail, Welding,
Garments,and Jewellery etc.
The jewellery centre within the premises was inaugurated by the FM as well. The center aims to train the existing
Karaikudi jewellery artisans in the skill of Metal Setting (Open Setting).
GJEPC is the knowledge partner for this initiative and has mobilised the
learners through the Karaikudi & Sivagangai Artisans Association.
Mr. Ruban Hobday, regional chairman GJEPC also facilitated IL&FS with
equipping the jewellery center with work benches and tools/equipment
through the Goldsmiths Academy, Madurai. The Goldsmiths Academy
Madurai will also be providing the trainers for this course. GJSCI officials
are expecting to train a minimum of 120 learners through this facility by
August 2014.
The first batch comprises of 12 learners who
will undergo the training for a period of 1 month.
09
10. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Healthcare Sector Skill Council
The Healthcare Sector Skill Council commenced the pilot
batch under the STAR Scheme at the Life Supporters
Institute of Health Sciences. The assessing body was
Manipal City and Guilds who had appointed an assessor
with 5+ years of experience in the domain. The assessor was
both trained and certified with the Sector Skill Council on
the qualification pack he was assessing the students on.
Both the assessor and the assessing body had complete
knowledge about the STAR scheme and the Qualification
Packs and National Occupational Standards set by the
Sector Skill Councils. The assessing body had the complete
knowhow on reporting the assessments and the
functionality of SDMS. The students underwent both
practical and written examinations individually. The
assessing body had a segment of role play where the
student was subjected to various real world scenarios in a
class room. Different candidates were given different sets of
questions.
Healthcare Sector Skill Council also got
theirnineQualification Packs approved in the Qualification
Registration Committee (QRC) meeting conducted on
17October 2013:
•
•
•
•
•
•
•
•
•
Dental Assistant
Home Health Aide
Dietician Assistant
Pharmacy Assistant
Medical Records and Health Information Technician
Medical Equipment Technician
Speech Audio Therapy Assistant
Assistant Physiotherapist
Frontline Health Worker (equivalent to ASHA)
These Qualification Packs are uploaded on the NSDC
website under public view for the feedback from the
Industry.
10
11. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Indian Plumbing Skills Council
IPSC has initiateddiscussions with Govt.of Kerala to collaborate with them for skilling under their Additional Skill
Acquisition Programme (ASAP) and other schemes. A MoU to be signed with them is under discussion.Discussions
are also underway with Commissioner of Employment & Training, Govt. of Gujarat for a MoU to implement STAR
scheme and other training in the state.
National Occupational Standards (NOS) - Out of total 30 job roles identified, 9 job roles with QPs have been received
by NSDC. In the last QRC held on 13September 2013, total nine QP's were approved.
STAR Scheme (Monetary Award Scheme):
• Training Partners evaluated -23
• MoUs signed with 6 TP's. Assessment agencies being evaluated -2
• The first batch of 28 students has been registered.
IT/ITES Sector Skill Council
Launch of SSC NASSCOM's 4 IT-BPM Occupational Analysis Reports
In order to strive and develop the right talent to drive its growth, NASSCOM Sector Skills Council (NASSCOM-SSC)
introduced the Occupational Analysis (OS) Reports for the IT-BPM Industry on 30 October 2013.
Mr. Shashi Tharoor, Minister of State for Human Resource Development, Government of India, Mr. Som Mittal,
President, NASSCOM, Mr. R. Chandrasekaran, Vice Chairman Nasscom and Group Chief Executive, Cognizant Technology
Solutions along with Mr. Basab Banerjee, NSDC, Head Standards & QA ) introducing the Occupational Analysis (OS)
Reports in New Delhi.
11
12. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Highlighting the importance of the reports, Mr. Shashi Tharoor, Minister of State for Human Resource Development,
Government of India said, “India is at the cusp of a great opportunity and is entering an era of becoming the workhorse
for the world. Reports like these are the first steps towards creating an understanding for the skills and behaviours
required for the IT-BPM industry. The Government of India has set a target of skilling 500 million people by 2022; to be
able to deliver this target, a structured approach involving all stakeholders is imperative. This is a starting point in the
direction of imparting skills for the relevant jobs. These reports give us a clear understanding of the opportunities of the
industry.”
As per the National Skills Mission, 150 million professionals would need to be skilled by various Sector Skills Councils by
2022 to make them employable. The Indian IT–BPM Industry currently employs about 3 million people directly and
about 9 million indirectly. While the Industry has the potential to provide 30 million employment opportunities by 2020,
training individuals on courses that are well aligned to OS can lead upto – 50-60% increase in employability. The objective
is to standardize and streamline the process, both for hiring as well as training and to facilitate the 'job readiness'
scenario.
Highlighting the facets of the Occupational Analysis Mr. Som Mittal, President, NASSCOM, said “The Occupational
Analysis reports will encompass aspects of talent acquisition and transformation that will be positively impacted by
standardization and globalization. These standards offer all stakeholders related to this industry, the clarity regarding the
knowledge, skills and competencies necessary. The reports provide easily accessible standards and helps individuals and
firms understand the requirements of a particular occupation.”
Mr. Tharoor addressing during the event on 30 October 2013 in New Delhi
12
13. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Retailers Association's Skill Council of India
Star Scheme update
James Raphael, Chief Operating
Officer, Retailers Association's Skill
Council of India (RASCI) said “It is a
very commendable feat as this is the
first RASCI batch in India to have a
100% passing result. Congratulations
to all members who have enabled
this – you have made history. We
hope there will be many more
batches with this kind of result,
however this batch will always
remain the first to have achieved it!”
Coming to core training we follow a
routine and we try to stick to it as far
as possible. We train students six
days a week, four hours per day in
order to achieve the results we
want. Imparting training is an art,
because as a trainer it is important
to understand the psychology of the
students, their strengths and their
weaknesses and it is his duty to work
on it. The Assessment conducted by
the Retail Sector Skill Council was
oriented practically and it tested the
knowledge of the students
thoroughly. In the long run the
trainees will not only get the
exposure required to work for a
particular industry but also to hang
on to it. Because sticking to a job is
as important as getting a job.
All in all, NSDC has created an
ecosystem where all the resources
can be used to the best of our
abilities.
Activity
Numbers
Number of Trainees undergoing training
3712
Number of Trainees completed training
43
Number of Trainees assessed
43
Number of Trainees certified
34
Affiliations
Numbers
Total number of Affiliations with Training Partners
61
Affiliations with NSDC affiliated Training Partners
31
Affiliations with Government affiliated Training
Partners
Affiliations with non-NSDC and non-Government
affiliated Training Partners
14
Affiliation with Assessment Agencies
1
Numbers added to SSC Pool of Registered Assessors
2
16
When 100% of Students Pass
RASCI is the 1st Skill Council in India to generate STAR Scheme
Certificates encrypted with the QR code.Besides this, RASCI
signed off with 85 training partners with a reach of 2250 centres
for Retail Skilling
Total number of Affiliations with Training Partners
61
Affiliations with NSDC affiliated Training Partners
31
Affiliations with Government affiliated Training
Partners
Affiliations with non-NSDC and non-Government
affiliated Training Partners
Affiliation with Assessment Agencies
Numbers added to SSC Pool of Registered Assessors
13
16
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1
2
14. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
When 100% of Students Pass
RASCI is the 1st Skill Council in India to generate STAR Scheme Certificates
encrypted with the QR code.Besides this, RASCI signed off with 85 training
partners with a reach of 2250 centres for Retail Skilling across India.RASCI collates
supply side data from Retail Training Providers for PM's Monetary Award scheme.
RASCI's Training Partner - Britti Prosikshan Pvt Ltd., Kolkata was the first Skilling
batch in India to have a 100% passing in the Summative Assessments.
A VET Outbound Mobility Program to study the fastest growing retail markets in
the world was facilitated by the Retailers Association of India (RAI) & Retailers
Association's Skill Council of India (RASCI) for a group of
six Australian Retail Professionals from 22 - 31 October
2013. The study tour was a 10 day immersion program
and is supported by the Australian Government's
Outward Mobility grant, the participants' employers and
First Impressions Resources - Australian Retail College.
The agenda included meetings with HR Heads of Retail
Organisations, opportunities to work with their Indian
counterparts on the shop floor and discussions with
unemployed youth being trained to enter the sector.
Prisoomit Nayak, Head – Affiliations (Partners & Industry),
Retailers Association's Skill Council of India (RASCI); Kumar
Rajagopalan, CEO, Retailers Association of India (RAI); James
Raphael, COO & Sr.VP, Retailers Association's Skill Council of
India (RASCI); Australian Retail Professionals; Australian Retail
Professionals & VET Exchange Co-ordinator.
STAR Assessments
The Retail Sector Skill Council has affiliated 42 training
partners as of 9October2013. The pilot batch under the
S.T.A.R. scheme was executed by Future sharp with 30
students in Kolkata. The students were well versed with
the scheme and the
training and
assessments were
conducted as per the
process manual.
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15. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Rubber Skill Development Council
National Occupational Standards (NR sub-sector)
NOS Subcommittee comprising of 14 members has been constituted for identification of various Job Roles and
preparation of occupational standards for NR Sector.The committee has completed the Functional mapping,
Occupational mapping and has identified the critical job roles. The draft
report was submitted by the subcommittee to RSDC in the first meeting
held on 28 October 2013 at Kerala.
Affiliation
Rural Education and Environment Protection Trust (REEP) has submitted
application for affiliation with RSDC for Tyre Building Operator-Passenger
Vehicles.
Trainings
LabourNet has started seven set of batches with around 170 trainees in
Ludhiana, for the Compression Moulding Operator, Mill Operator and
Extruder Operator job roles.
First Training Batch of Mill Operator course
of HASETRI under Rubber SSC
Assessments
Assessment were successfully conducted for 33 trainees at Labour Net and for 32 trainees at HASETRI
State Govt Projects
RSDC has collaborated with ASAP for introducing the training program
for job role of Junior Rubber Technician (JRT) for schools students in
Kerala.RSDC and ASAP had organized a Train the Trainer program on
October 22-25, 2013 at Kottayam to train the trainers on pedagogy and
technical aspects of the JRT course.
Train the trainer program held at Kerala
RSDC met KPMG to discuss the plan for NR SGA & NOS Phase II for the manufacturing sector on 8 October 2013.A
meeting was held withMr. Ankit Goyal, Manager- Business Development and Mr. Kunal Gupta, CEO, Mount Talent
Consulting on 10 October
2013 for affiliation. On 24
October 2013 Ms. Anupama
met Mr. M M Gupta,
Managing Director, Citizen
Tyres for getting affiliated
with RSDC.
The First Annual General
Meeting and 7th GC meet of
RSDC held on October
30, 2013
Mr. Yogen Lathia, Director, Lathia Rubber Mfg. Co. Pvt. Ltd., Mr. M L Gupta, Managing Director,
Vinko Auto Ind. Ltd., Ms. Anupama Giri, CEO RSDC, Mr. Vinod Simon, Chairman RSDC,
Dr. R Mukhopadhyay, Director & CE HASETRI, Mr. Rummy Chhabra, Managing Dircetor, Metro Tyre
Ltd., Mr. Vijay Pahwa, Director - Corporate Relations, University of petroleum & Energy studies,
Mr. Rajiv Budhraja, Director General, ATMA and Mr. Mohan Reddy, Associate - Standards & QA.
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16. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Security Knowledge & Skill Development Council
National Skill Certification and Monetary Reward Scheme (STARS cheme) continued to be widely promoted during
the month of October 13 with the aim of training and certifying a maximum number of Unarmed Security Guards.
Besides this, effort was also directed towards conduct of Train the Trainer and Assessors Programmes. Assessment
and Certification of candidates under going training under the STAR Scheme and State Livelihood Missions was also
under taken.
Star Scheme
The Private Security Sector has realized the importance of the STAR Scheme in training/up-skilling the Unarmed
Security Guards. Their response in participating in the scheme has in deed been encouraging.
80 TPs have applied for affiliation with SKSDC. Out of these, 44 TP have been affiliated and cases of 36 others are
under processing. In the first bucket up to 31 December 13, NSDC has allotted a target of 22,500 to SKSDC which has
further been sub allotted amongst 47 TP. 16 other TP have applied for allotment of targets under the STAR Scheme.
The figures allotted will be reviewed based on the performance of the TP each quarter.
STAR Scheme launched on 18 August 2013, made a slow start due to the intricate processes that had to be followed
by TP in hooking on to the SDMS which itself took time to stabilize. After having overcome the teething troubles, the
pace has begun to steadily pick up over the last two months.
T3 Programme was conducted by SKSDC at SRIST, Sainik Farms New Delhi from 7 to 18 October 2013. A total of 27
trainees attended the programme.
A combined T3 Programme cum Assessor Capsule, CT 11A/A6 was conducted for retiring/retired Army personnel at
Olive Business School in Gurgaon from 8 to 18 October 2013. A total of 14 trainees attended the programme. The
12thT3 programme was conducted by SKSDC at Cavalier, Bangalore for nine trainers from 14 to 25 October 13. The
13th T3 programme was conducted by SKSDC at GI Security, Kolkata for nine trainers from 21 October to 1 November
2013.
Assessors Programme was run on 23 October 13 at Olive Business School, Gurgaon. A total of five participants
sponsored by Assessment Bodies underwent the programme.
Master Trainer Conducting Assessment
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17. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Curriculum
Mr John Yates, CEO Manipal City & Guilds
(MCG) visited SKSDC on 23 October 2013 to
discuss the slippages that had occurred in the
production of curriculum and course content
for Train the Trainers, Security Supervisors,
Unarmed Security Guards assigned to MCG
on 30 November 12.
On 23 October 13, Maj Gen DK Jamwal, COO
met Shri Shibu Baby John Hon'ble Minister
(L& R) Government of Kerala atTrivandrum to
discuss issues relating to setting up of
Academy for Security Skills in Kerala. At
thismeeting, he was accompanied by Prof
Peter Darcy, Director & CEO National Skill
Institute, Abu Dhabiand Mr. Shivindra Pratap
Singh of Empowered Skills, Delhi.
Mr. John Yates interacting with the staff
Assessments
Saksham is one of NSDC's partners working in
the domain of Facility Management and
Security training. It imparts security training
under a residential program model at a
5000+ Sq. feet center in Bangalore. The first
batch under the Security Skill Council trained
by Saksham consisted of 11 students for the
Unarmed Security Guard Job Role. This was
an only instance in the pilot batch under the
STAR scheme that the assessor was trained
and certified by the Sector Skill council. The
assessor had 8+ years of experience in the
security domain and was well versed with the
scheme and the process of assessments. The
assessment results were recorded separately
for each student based on the Qualification
Pack and National occupational Standards set
by the Sector Skill Council. Issues relating to
uploading of data of SDMS were highlighted by the center head.
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18. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Telecom Sector Skill Council
Star Scheme Update
•
•
On-going training for October
• 3 Job Roles, 6 Training Providers, 399 Trainees across 11 states
Affiliation of Training Providers
• 16 Training Providers (13 NSDC, 2 Non-NSDC, 1 University)
Star Scheme Training Distribution For Q3
Target 80,000 Trainees
17 States, 35 Cities
14 Training Providers
3 Assessment Agencies
CII Skill Conclave Kolkata
Mr. B Ravinder represented TSSC as a speaker at the CII Skill
Conclave in Kolkata for the session titled 'Creating Skill
Development Ecosystem:Stakeholder's Perspective. Mr
Ravinder spoke about the work SSCs were doing and how it
would create value. "Sectoral Skill
Councils are here to bring quality to
the training and workplace. Our
candidates would be different in
three ways - they will stand out in the
crowd, they will be employable from
day one, and they will bring value to
the job", he said.
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19. Sector Skill Council
NEWSLETTER
Edition No 12/October 2013
Mobile Education Panel Discussion at the 4th Aegis Graham Bell Awards
Aegis Graham Bell Award has emerged as the largest and the most credible Innovation Award in the field of TIME
(Telecom, Internet, Media, Edutainment). The award is an initiative of Aegis School of Business & Telecom and
organized in association with Exhibition India with support of COAI (Cellular Operators Association of India) and PwC
as knowledge partner. Mr B Ravinder participated in the discussion as a key speaker to highlight the relevance of
mEducation in skill development.
Baseline Assessments were conducted for Customer Care Executive (Call Center) from 24-25 September, 2013 at Aegis
Noida to establish thresholds for passing percentage. Additional baseline assessments were conducted in Chandigarh
and Chennai in October.ACC Core Committee Members meeting was held at Ericsson Head office on 4 October, 2013 to
ratify affiliation and certification documents. The meeting was led by Chris Houghton, CEO Ericsson India.
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20. Designed by:
Fulki Communications Pvt. Ltd. | www.fulki.co.in
Information on the Sector Skill Councils (SSCs) approved by the NSDC Board, is now additionally available in the 'Our Partners' section of the
NSDC Website. (Link follows)
http://www.nsdcindia.org/our-success-stories/index.aspx
Detailed information on the status of the SSCs, including those on which due diligence is underway, continues to be available within the
dedicated link for Sector Skill Councils on the NSDC Website.(Link follows)
http://www.nsdcindia.org/pdf/sector-skill-councils.pdf
For further Information contact: rajiv.mathur@nsdcindia.org
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