Skill Development - scope

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guides , facilitates and controls vocational educations through a set of Institutes known as ‘Polytechnics’ and school level vocational education through both formal and informally run schools and institutes. This ministry has been essentially envisioned to come out with National Vocational Education Qualification Framework (NVEQF) to promote interchangeability and mobility of students among vocational and formal educational qualifications. DGE&T has also been working towards development of National Vocational Qualification Framework (NVQF) to achieve same purposes. There are a few private organizations, who have entered into educational fields including vocational education to train people largely located in distant areas and who are disadvantaged in terms of this or that way. Examples of such private enlightened corporate include Educomp, Bharti, Manipal Education, IL&FS etc. These organizations are entering into collaboration both with Indian and foreign organizations to explore opportunities for training and development in new areas. In addition, a number of international organizations are also making strategic collaborations with Industrial associations and other industrial bodies to facilitate skill development in the country. Given the above landscape of skill development efforts made in the country during the current millennium, public sector organizations, which contribute about 60 % of employment in the organized sector, have comparatively, till now, paid less attention to skill development under the new dispensation as outlined above. Progress towards targets Though impressive targets have been systematically deployed to various departments/ ministries/ organizations, progress towards achievement of such targets has not been as steady as expected. It is reported that the NSDC and various ministries met about 16.5 percent of their skilling targets for 2012-13 stating a little differently, 17 ministries which are to achieve targets of 8.4 million during 2012 – 13, actual achievements made by them have been only around 1.2 million. Grassroots level survey recently made and also anecdotal evidences do indicate that quality of training in many ITI’s/VTP’s has not been up to the mark. There are several problems and limitations faced, which are linked with various segments of “Skill Development Value Chain” as shown in the chart. The above discussions show that efforts for skill development are to be intensified to a great extent and many of the problems and limitations faced by field level skill development organizations have to be seriously attended to. Public Sector organizations could act meaningfully for such intensification and improvement activities. Present Role of Indian Public Sector Central Public Sector Enterprises (CPSE) comprise of about 220 operating autonomous bodies set up as registered societies along with a few number of departmental undertakings, statutory corporations, and government owned companies. These CPSE’s have been playing very vital roles in the development of Indian Economy. During 1970s and 80s, many of these public sector organizations have built up robust infrastructures for training and development of their employees and have been very active in providing both class room and onthe- job training to build up skills in relevant areas concerned with their respective working. Good amount of skilled personnel developed in such public sector training infrastructures not only find their employment in their respective organizations, but also practically in all the public sector organizations in the country. However, as it stands today, public sector is no longer seen as training and development facilitator and so an employment provider. In fact, it has experienced a continuous decline in employment since mid-90s. Most of these organizations have been found to be growing in terms of market performance but employment growth saw a deceleration. Many of these organizations are found to have shrunk their infrastructures on training and development so as to ensure increasing rate of productivity and profitability. However, with increasing competition, many of these CPSE’s are now undertaking several expansion projects and carrying out operational reforms. So, many of them have again been paying greater attention on skill development. During current skill development phase, public sector organizations are found to have been undertaking such activities as a part of corporate social responsibilities (CSR). On an average, about 5-10% of allotted CSR funds are being spent on skill development 40 Kaleidoscope July 2013
activities. A recent policy meeting has suggested for 15% of CSR budget to be minimally spent by each PSE. In addition to induction of more than required number of persons in their planned training programs conducted in their own departments, many of the CPSEs are found to be involved presently in one or other of following kinds of activities falling under skill development initiatives of recent origin under Prime Minister’s policy directives. 1. Organization of formal and informal training programs for local youths and select sections of disadvantaged persons of local communities on various vocational persuasions like security, fire protection, schooling for rag pickers, etc with higher employment potentialities. For example, following CPSU’s has finalized following targets with Chhattisgarh Government in initiating Skill development activities : • NTPC – 500 persons in Korba & Bilaspur Districts • NMDC – 1000 persons in Bastar Division 2. Supporting/ sponsoring local aspirants, tribal children, etc to various programs run by different authorities on technical subjects like Engineering, construction, etc. Sometimes, formation of self-help groups is facilitated so as to enable them to undergo training on different technical or nontechnical trades. 3. Supporting training institutes like ITI’s,CIDC, Nursing schools, etc by provision of sophisticated equipments, coaching inputs, finances, etc 4. Setting up or adopting technical training institutions like ITI’s, Nursing Colleges, Medical colleges, Engineering colleges, Polytechnics, etc. Collaborative assistances from Indian or foreign institutions/associations are also utilized for the purpose. 5. Setting up ‘Sector Skill Development Centre’s or Regional Centers for sector specific groups of personnel like Oil field personnel, Technicians for Steel plant operation, etc at various suitable locations. Collaboration is also made with NCDC, relevant organizations, etc. Beside above kinds of efforts, public sector organizations are in dialogue with State/Central Governments, professional organizations, etc to evolve action plans on items like • Availability of willing candidates to various training programs • Identification of quality NGO’s for entering into collaborative arrangements. • Carrying out baseline survey to help decision making in the area of skill development • Creating effective market linkages with the help of suitable professional organizations. • Developing training modules on trades like Mining, Oil drilling, etc with help of specialized agencies of Indian or foreign origin. The above account not only provides profile of activities, which are being carried out by some of the leading public sector organizations, but also indicating areas where other public sector organizations could also participate. However, all these activities are found to be presently performed under the platform of CSR. Conclusions Many envisage that availability of competent personnel in many trades will become a critical factor for efficient and effective working of a corporate body. It is Contd... # 77 Kaleidoscope July 2013 41
Page 1: SPECIAL ISSUE Vol. 33 No. 2 July 20
Page 4 and 5: Contents Vol. 33 No. 2 July, 2013 P
Page 6 and 7: 6 Kaleidoscope July 2013
Page 8 and 9: CHAIRMAN’S DESK India is passing
Page 10 and 11: Role for PSEs in Skill Development
Page 12 and 13: further explored. Quality training
Page 14 and 15: It has also been experienced that g
Page 16 and 17: Enhancing the Reach & Scale of Skil
Page 18 and 19: NSDC funds through the form of soft
Page 20 and 21: Skilling India to Growth Path- PSEs
Page 22 and 23: ‘deliberative bodies’ in 2008:
Page 24 and 25: Bridging Skill Deficit Through Voca
Page 26 and 27: Ministers of the respective States
Page 28 and 29: Skills Development Ms. Tine Staermo
Page 30 and 31: Education for Skill Development Pro
Page 32 and 33: years, three language formula, teac
Page 34 and 35: Issues in Human Resource Skill Deve
Page 36 and 37: The Human Resource in every organiz
Page 38 and 39: National Skill Development & Role o
Page 42 and 43: Challenges for CPSEs in Skill Devel
Page 44 and 45: Ykksxksa dks dq”ky cukus esa ih,l
Page 46 and 47: esa yksxksa dks dq”ky cuk ldrh gS
Page 48 and 49: ARTICLE etc. No of employees covere
Page 50 and 51: ARTICLE IndianOil CSR - Skill Devel
Page 52 and 53: ARTICLE program of IndianOil since
Page 54 and 55: ARTICLE Table: 2 Category Training
Page 56 and 57: ARTICLE Company Funds Allocated To
Page 58 and 59: ARTICLE NLC in Forefront in Skill D
Page 60 and 61: ARTICLE imparted at the site itself
Page 62 and 63: ARTICLE HPCL - Capability Building
Page 64 and 65: ARTICLE For Management Staff • En
Page 66 and 67: ARTICLE • To provide the employee
Page 68 and 69: ARTICLE staff besides also ensuring
Page 70 and 71: ARTICLE RCF’s Positive Approach t
Page 72 and 73: ARTICLE Learning Institute The Lear
Page 74 and 75: ARTICLE Employee Development is Cul
Page 76 and 77: ARTICLE Skill Development in ITPO -
Page 78 and 79: ARTICLE Skill Development & Capacit
Page 80 and 81: ARTICLE Sewing class for local ladi
Page 82 and 83: ARTICLE Similarly the managerial an
Page 84 and 85: ARTICLE National Backward Classes F
Page 86 and 87: ARTICLE ranging from 53 on 18th Jun
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