2. Nearly 60 per cent of Indian population is between the
ages 15-59, and more than half below the age of 25 i.e.
Employable age.
Aggregate number of registered unemployed across the
country has crossed the 40 million mark.
India's labor force is growing at a rate of 2.5 per cent
annually, but employment is growing at only 2.3 per cent.
The country is faced with the challenge of not only
absorbing new entrants to the job market (estimated at
seven million people every year), but also clearing the
backlog.
India produces over 2.5 million university graduates,
including 400,000 engineers and 200,000 IT professionals
annually.
Less than 25% of the graduate pool is employable.
There are more than 250,000 students passing out from
diploma courses every year across India.
There is no specific agenda to hone finer skills of these
candidates.
For the IT and IT-enabled sectors alone, the manpower
requirement would be around three million workers a
year.
Only 3-6% of applicants get through job interviews.
The issue is not of employment.
The issue is of employability.
Isn’tittimeforustodo somethingbetter?
3. So many job opportunities, companies struggling to procure their talent,
numerous institutions assuring 100% job placement and their increasing
enrollment rate, ever increasing school and college output numbers.
And still a huge percentage of population remains ineligible to qualify for
a decent job. Irony indeed.
Where does the gap lie? In the strict interview process of organizations?
In the choice of subjects of a student? In our curriculum? In our
education and skill delivery mode? May be all of them are equal
contributors. But the biggest gap lies in the non availability of mentors.
Mentors who can assess individuals for their skills, guide them to opt for
careers that will fit them and their career aspirations, plug in the gap
between expectations of organizations and general education provided.
Mentors who can make individuals employable.
How would you guide a person from a Tier II or a Tier
III city who has had minimal exposure to the
structured expectation of organizations or has
received minimal updates from his educational
institute to prepare him for a job? How can we train
the youth in these cities, towns, taluks and villages
to be employable? How can we contribute to better
the overall socio-economic condition of cities and
individuals in India?
We depend on you for that.
4. DIFR, a section 25 company (Not for Profit Organization), is working on creating a
mentor network in interior and upcountry locations of all states in India and to begin
with in Maharashtra and Karnataka.
DIFR, in liaison with industry experts has created sector and talent specific assessments
which help mentors in assessing the potential of candidates and to chart out a
development plan & training aimed filling the skill gaps. DIFR is also in the process of
establishing strategic partnerships with major corporate houses and industries to
source manpower for them from the Tier II and Tier III manpower pool.
The Mentors Role would be to act as the link between the youth and DIFR. The mentor
would draw the youth in need of employment to them, ensure they undertake "Talent
assessment tests", provide counseling sessions, chart a "Suitable Career Path finder
Action Plan" and also assist DIFR in training them to be job ready.
The DIFR Mentor Network program will equip the chosen Mentors to deliver the
program in a manner that brings benefit to themselves economically and as well as
giving a sense of satisfaction of community service.
5. We are looking for individuals who have a background in HR,
Teaching, or Defense, are familiar with the locality they reside in and have
a desire to add value to their community youth by acting as Career Guides and
Mentors.
The chosen mentor should be able to have a space in which he / she can have the
youth come and meet them for career counseling sessions, and also a small
facility to conduct online assessments, which is ideally a room with a desk, a few
chairs, a computer, internet connection and telephone.
DIFR hopes that individuals who are already running tuition / coaching classes,
cyber cafes, and any other businesses - which require interaction with youth- in
these locations would be ideally suited to take on this Mentor Role. But of course,
this is not limitation or a qualifier. Any individual who is willing to be a part of this
purpose can play the role of mentor. We will be more than glad to help you assess
the validity of this proposition to you based on the details that you wish to provide
us as indicated in the nomination form.
6. The role of a mentor is to act as the link between the youth and DIFR. The mentor
would draw the youth in need of employment to them, ensure they undertake Talent
assessment tests and provide counseling sessions and chart a suitable Career Path
finder Action Plan and also equip them to undergo integrated and career specific
training to be conducted by DIFR in liaison with its corporate partners.
And finally, this is not a franchisee model. DIFR will not be soliciting any investment or
deposit from the mentors. The objective of this model is to utilize the existing skill set
and experience of mentors with their existing infrastructure and network to build a
sustainable talent pool for India. The goal of this model is to make Indian youth
employable and better the overall socio-economic status.
Of course, apart from the immense work and cause satisfaction, mentors also stand to
benefit economically. A detailed benefit document would be sent to mentors once the
nomination form is received. Please do not hesitate to contact us for any further
queries or assistance.
7. DIFR is about being unique
DIFR is about responding to challenges differently.
DIFR is about being innovative
DIFR is about being creative
DIFR is about unlocking your true potential.
DIFR is all about who you can be.
DIFR stands for Dynamic Initiatives for Results.
DIFR has been conceived and incorporated with the objective of utilizing unique and
untapped manpower pools of India by identifying job aspirants across the country
and making them “fit for hire”. DIFR will assist organizations to create in-house
Career / Vocational Academies that can grow talent in-house and create managers
and leaders within the organization.
Vision of DIFR is to raise the quality of Human Capital through Coaching, Training,
and Career Path Management for “Optimum People Performance”.
Mission of DIFR is to reach out to job aspirant population of the country and provide
them with career guidance, employability skills, job placements and career
management - through a unique one of its kind model aimed at developing
dedicated and confident individuals capable of self directed growth.
DIFR is creating sustainable models of livelihood skills & employability skills training,
building multiple but integrated rural network / Access Bridge with mentors and
employable population through P-P-P model. To enable the access bridge, DIFR is
working on creating a rural mentor network which will be trained in mentoring,
coaching, counseling and running skill inventory / assessment.
8. Nomination form template
This form can be filled on a separate sheet and mailed to gpentony@difr.in or
to info@difr.in
In case of any queries or clarifications, please do not hesitate to contact us on
+91 97110 0 8862 or +91 97110 06289
10. EXPAND DELIVER RETAIN
DESIGN
SYNONYMS: execute,
accomplish, achieve, effect, fulfill,
discharge. These verbs signify to
carry through to completion. To
To come into view:
EMERGE
a p p e a r, i s s u e ,
loom, materialize,
show, To begin to
appear or develop:
a p p e a r, a r i s e ,
commence, dawn,
originate
perform is to carry out an action,
undertaking, or procedure, often
DERIVE
To a r r i v e a t b y
reasoning; deduce
or infer: derive a
conclusion from
To obtain or receive
with great skill or care.
PERFORM
from a source.
facts.
GROW DIFR SAVE TRAIN
SUSTAIN
To increase in size by a natural
process. To expand; gain: The
business grew under new
owners. To increase in amount
APPRAISE OBTAIN
or degree; intensify: The
suspense grew. To develop and
reach maturity. To be capable of
growth; thrive: a plant that
grows in shade. To become
attached by or as if by the To evaluate, especially in an official To develop or achieve
process of growth: tree trunks capacity. gradually: evolve a
that had grown together. To To estimate the quality, amount, size, style of one's own.
come into existence from a and other features To work (something)
source; spring up: love that EVOLVE BETTER out; devise
RESKILL
grew from friendship. To come To d e v e l o p ( a
to be by a gradual process or by characteristic) by
ACCOMPLISH
degrees; become: grow closer. e v o l u t i o n a r y
MATURE processes.
EMPOWER
To give off; emit.
NURTURE ACHIEVE
To undergo gradual
change; develop: To
develop or arise
through evolutionary
processes.
Something that To perform or carry out with
nourishes; The act of success; accomplish.
bringing up. To attain with effort or despite
Biology. The sum of difficulty.
environmental To accomplish something
influences and successfully; perform at a
conditions acting on an standard or above standard
organism. level
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