1. Boosting Skill Set :Increasing the
Employability of YouthEmployability of Youth
A new model for bridging the skill gap to enhance
employability of youth
Team Aarjavamone
8/26/2013 1Manthan

2. In the present dynamic versatile complex ever-changing highly automated world where the
mere existence doesn’t suffice the needful conditions to get employed as employment depends
upon the market demand which is highly competitive. In such a versatile environment skills
Holistic spread of the
play a major role to get employed.
Percentage of Workforce receivingHolistic spread of the
problem
Percentage of Workforce receiving
Skill Training in India
Source: Aspiring mind Report(june 2013)
From the above statistics it is clear that in a world where liberalization privatization and
globalization and very frequent economic recession of the world does not let the
governments to play an agency to continuously provide employment and still we are lagging
b hi d ld l di i i t f i ti kill t i i t k th
8/26/2013 Manthan 2
behind world leading economies in terms of imparting skill training to make our youth
employable.

3. Why three prong attack to the problem?
•Since these three sectors forms the
basis of employment .It is imperative
to nurture skills in all these three
sectors to boost employment figures.
•It is required to design and•60% of Indian population gets
l t i i lt t
Sector wise employment
problems
implement a inclusive system which
had a high potential to self sustain
within every kind of economic
environment and as well as to
compete with the world major
developed countries
employment in agriculture sector
which remains highly vulnerable and
susceptible to rains, soil, seed etc.
•Industrial sector which is highly
labor intensive and requires precise
skill for particular job developed countries.
•Our model will be based on
improving skill gap in all above three
sectors ,then only we can achieve
vision of developed and employed
India .
skill for particular job.
•Service sector. Requires high skill
and job oriented and highly
motivated dynamic individual to cater
to the requirements of the customers.
Snapshot of Proposed Model
Centrally Developed and •Training pedagogy being developed is based on professional requirement of variousCentrally Developed and
Managed distributedly
Volunteer Driven Skill
Training
Training pedagogy being developed is based on professional requirement of various
segments.
•Training module developed by various industry experts of all the above three sectors.
•Volunteers include Industry Professionals ,Retired experts and Renowned
Academicians.g
Advantage Over Existing
System
•This system emphasizes on focused and strategic approach.
•This system reviews the training strategy yearly based on industry feedback.
•This system is of short duration in all sectors which suffice employment demands.

4. Proposed Model
Volunteers
recruitment &
t
Regional level
teams
Central team
management
Recruitment Management
Training
Implementation
V l t i l d I d t Li t f l t ill b il bl•Volunteers include Industry
Professionals ,Retired experts and
Renowned Academicians.
•Identification and recruitment of
these volunteers will be done at
Regional level considering the
•List of volunteers will be available
at Regional level office websites
with their GSD score and no of
training assignment they have
undergone.
•Training session will be conducted
at regional government colleges of
national repute .
•Each volunteer will be provided
with a training kit pertaining to theRegional level considering the
requirement of each region.
•Volunteer recruitment will be done
by widespread announcement
through public medium of
communication and industry can
•Various sectors in the region will be
identified and volunteers from these
sectors will be contacted and training
schedule will be finalized.
g p g
expertise of the volunteer.
•Training session can be imparted on
weekends or evening session
depending upon availability of
volunteer and location which will be
h d l d b f b i lprovide personal to train according
to their customized demands.
•Those volunteers who successfully
completes training assignments will
be provided with Gross Skill
D l t S (GSD) Whi h
•Publicizing of training program will
be done at regional level through
newspaper ,social media and
contacting training & placement cell
of regional colleges
scheduled before by regional teams.
•Training duration will depend upon
the sector.eg Agriculture sector
training may be of 1 month and
industrial training may vary from 3
month to 1 year depending upon the
8/26/2013 Manthan
Development Score(GSD).Which
will provide them preference to avail
government schemes and loans.
month to 1 year depending upon the
requirement.

5. Proposed Model
Volunteers
recruitment &
Regional level
teams
Central team
management
teams
•Will be located at the regional colleges of national repute.
•The main task is to garner list of volunteers of different sectors needed to boost employment in that region
and then take necessary measures to enroll themand then take necessary measures to enroll them.
•Regional teams will be bestowed with the responsibility of scheduling of training session with due support
from central team.
•Stay, logistics and transportation of volunteers will be managed by regional level teams.
•Will host Expert-Youth-Industry consortium every year where top 10 Volunteers from each sector will be
awarded for their contribution and feedback from youth and industry is taken to further improve the training
methodology .
•Regional team will collect employment requirement demands from local industries in various sectors and
will jot down demands in a predefined format in each sector and transfer these to central team to make amends
in the training pedagogy accordingly.in the training pedagogy accordingly.
•Regional teams will impart GSD scores to volunteers who have conducted training sessions successfully and
it will be displayed on the their websites. GSD scores will be renewed annually.
•With industry as active partners regional teams will help youth to gain placements in respective sectors.
•Regional teams will be responsible for recording training sessions for each sector which will be imparted in
i l l d b tl b itti t t l t h it ill b l d d th t l
8/26/2013 Manthan 5
regional languages and subsequently submitting to central team where it will be uploaded on the central
servers.

6. Proposed Model
Volunteers
recruitment &
District level
teams
Central team
Regional level
teams
management
teams
Will be Headquartered at National skill development corporation, NSDC.
Will objectify minimum standard to be achieved by youth in each training session of various sectors.
These standards will be drafted by taking inputs from Industry and Academia and further improved by
teams
These standards will be drafted by taking inputs from Industry and Academia and further improved by
feedbacks from the regional offices.
Training kit will be developed for each sector in different regional languages based on the availability
of job prospect in that sector in that region.
Training kit will include training pedagogy to be followed by volunteers based on strategic approach
t i d di t i d tcustomized according to regions and sectors.
Video inputs of training sessions will be uploaded on their central servers which will be freely
accessible so youth from far flung areas can also get benefitted.
Central team with inputs from regional team will develop a list of youths who have been imparted
training in a particular sector and will augment regional teams effort in boosting employment of youth.g p g g g p y y
Central team will also look into national and international market demands in particular sectors and
will change its training pedagogy if the sector requires the same.
Development, periodic review and changes to be incorporated in training kit will be done by central
team.
Central team will monitor regional offices and will categorize high performing regional office as
8/26/2013 Manthan 68/26/2013 Manthan 6
Central team will monitor regional offices and will categorize high performing regional office as
bronze, silver and gold. Incentives will be provided to high performing regional offices accordingly.

7. Stakeholders of our Model: Their Profit
•Increased recognition
f G t
•Increased level of
Government Youth
of Government
Initiatives.
•Implementation cost is
very minimal
employability.
•Training pedagogy
developed is based on
scientific and
international standard
Employability
•Improved employability
scenario of the region.
•Training pedagogy of every
t ill b i d l
y
•Utilizes Existing
infrastructure facilities
international standard.
•Each year 1 lakh student
will be benefitted by
these programs within a
region.
sector will be reviewed yearly .
•Training videos pertaining to
each sector region wise will be
available over internet and
distributed to regional offices.
•Gross Skill
development score
(GSD) ill b d d
•Industries can give
h i i
IndustryVolunteers
distributed to regional offices.(GSD)will be awarded
to volunteers who
successfully completes
training session.
•Volunteers having
their requirement to
cater their specific
needs.
•They will get a pool of
employment ready
8/26/2013 Manthan 7
g
GSD score will be
given preference in
availing government
schemes and loans .
p y y
youth which will cater
to their customized
requirements.

8. Structure of Regional Office
Regional Head
Recruitment &
•This team’s major
task is to generate•This team basic task•This team will •This team’s task is
Recruitment &
Scheduling
Team
Co-ordination
team
Media & IT Team
Feedback &
Finance Team
task is to generate
widespread
advertisement of
this volunteer
driven training
•This team basic task
is to manage logistic
and stay of
volunteers at
Regional office site
This team will
work on
identification and
recruitment of
volunteer at
i l l l
to manage the
finances of volunteer
driven training
program including
recr itmentprogram.
•This team’s other
major task is to
develop videos of
• It will be also
responsible for
efficient conduct of
training session and
regional level.
•This team will
also schedule
training session
recruitment,
transport,stay of
volunteers to
distribution of
training kit .p
training pedagogy
in local languages
of various sectors in
that region and
make it available at
training session and
collection of
feedback from
volunteers and
youth.
g
taking into
account the
availability of
volunteers and
location
•This team will also
manage Expert-
Youth-Industry
consortium annually
8/26/2013 Manthan 8
make it available at
central servers.
location. consortium annually.

9. Cost Assumption
Organization Cost
Regional office maintenance + Salary=1
Crore
Total
Regional
•Assumed there
are 50 Regional
office
•Salary figure is
At every
Crore
Logistic Cost
Transportation Cost + Inventory Cost+
Regional
office
cost=50*1.5
=75 crore
of employees at
district and at
central office.
At every
regional
office
p y
Expert-Youth-Industry Consortium Cost
+ Awards And Recognition +will be
approximately equals= 20 lakhs
Technology Cost
Total
Yearly Technology Cost
Software Cost + Hardware Cost(one-
time)+ Media Coverage Cost+
Communication Cost approximately
Equals =20 lakhs
Yearly
Cost =80
Crore
Central
Office
Cost=5crore
Equals 20 lakhs
Central
Training pedagogy development cost and
maintenance + review + Expert’s cost +
Salary + Maintenance of Training Videos at
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Central
Office Cost
Salary + Maintenance of Training Videos at
NSDC servers + Office maintenance Cost
+Training Kit Cost at central Office will be
approximately equals = 5 Crore

10. Impact of our Model
Structured Approach
•Making youth employment ready is our final objectives to be attained
•Development of objectives for each sector for various regions.
Three Pillars of Our Model: Core Impact Cost Impact
•Cost of Rs 80 Crore is very less considering the
outcome of this system. Increased employability of
youth, maximum reach through ICT.
•This Cost of Rs 80 Crore can be generated by(Developing standards for each sector applicable at various regions)
•For e.g.: Agriculture requirements in north-east region will be different
from south. etc.
•A strategic teaching pedagogy is implemented.
Time Bound & Scientific training approach
•This Cost of Rs 80 Crore can be generated by
marketing the Training kit Logos front and back to
private sector.
•Training sessions will be endorsed by private
players who want customized employees according
to their needs. Youths will be charged at very
•Launch of nation wide campaign with a focused goal of reaching
minimum absolute standards to make youth job ready or self reliant.
•Time frame will vary from sector to particular region requirements will
be decided by regional offices.
•Students will be tested before start of the training session and after its
l ti t th i i t
o e eeds. ou s w be c ged ve y
nominal rates to generate revenue.
•The cost will be beard by state and central
government on 50:50 basis.
Existing Mechanismscompletion to gauge their improvement.
•Students will be judged on the parameters already drafted based on
basics of bridging skill gap in that sector.
Boosting employability, considering regional demands
Existing Mechanisms
•No existing models check on employability skills
of youth on various sectors customizable according
to regional requirements.
•This system has effectively vast reach through theg p y y, g g
•Sustained Accountability, monitoring and feedback mechanism at
regional office will enhance the employability of local youth and
contribute in development of training pedagogy based on regional
requirements.
•The Regional offices will be categorized into bronze, silver and gold
d di h i f d f i i
This system has effectively vast reach through the
use of ICT and communication systems.
•No other model is self monitoring and self
sustained as this model.
•Imparting GSD scores to volunteers will give a
boost to their motivation.
8/26/2013 Manthan 10
category depending upon their performance and top performing regions
will be awarded
•Video feed of training sessions in regional language will reach youth of
area who cannot attend these sessions. Thus increasing the reach of the
training..
•Scientific training pedagogy is developed and
reviewed yearly to bridge the skill gap to enhance
employability.

11. Challenges and Risk faced by this Model
Government Challenges Implementation Challenges Management Challenges
•Government needs to be
satisfied about the viability of
this model.
•This model requires proper
coordination between central
and regional offices.
•Managing large no. of
volunteers from recruitment to
scheduling their training session
is quite challenging
•This model requires that it
should be mandatory for
government or private
organization to release their
employees as volunteers to
•Existing government
infrastructure will be used it will
be a tough ask to integrate
existing system with this model.
is quite challenging.
•Timely development and
delivery of training pedagogy for
each sector applicable in a
region is quite a task
employees as volunteers to
impart training sessions.
•Government has to tackle some
political and regional issues.
•Development of training
pedagogy on Scientific track by
various industry experts and
psychologists is challenging
•Compiling results and feedback
of 50 regional offices and
developing training pedagogy
based on customized demands of
a region is an enormous task
•This model requires strong will
of Central and State government
towards bridging skill gap to
generate employment Primary
Education Learning Outcomes.
psychologists is challenging.
•Predefined set of guidelines on
these models can be helpful to
mitigate above challenges.
a region is an enormous task.
•This requires dedicated team of
workers and commitment on the
Outstanding employees should
b d d ll
8/26/2013 Manthan 11
Education Learning Outcomes.
be awarded annually.

12. RefrencesRefrences
Report of the task force on employment opportunities Planning Commission government of
I di 2008India 2008
National Skill Development Corporation, India http://nsdcindia.org/
Skill Development in India, Vocational Education and Training System
Entrepreneurship in India National Knowledge Commission 2008Entrepreneurship in India, National Knowledge Commission 2008
Towards a Knowledge Society, National Knowledge Commission India, 2008
Aspiring Minds Online at:
http://www.aspiringminds.in/press_doc/47_graduates_in_india_are_unemployable_for_any_j
b i i i d ti l l bilit t d t dfob_aspiring_minds_national_employability_report_graduates.pdf
Skill development initiatives Online at :
http://www.isas.nus.edu.sg/Attachments/PublisherAttachment/ISAS_Special_Report_No__15
_-_Skill_Development_Initiatives_in_India_11072013150412.pdf
The Challenge of Employment in India :An Informal Economy Perspective (April, 2009)
Online at: http://dcmsme.gov.in/The_Challenge_of_Employment_in_India.pdf