National career service, Self-employment

Report
National Consultation Workshop on
Industry – Career Centre – ITI collaboration
Directorate General of Employment and Training
Ministry of Labour and Employment
Government of India
New Delhi
29 August 2014
1
Structure of presentation

Approach

Strategies/interventions

o
Re-establishing brand equity of ITIs
o
Setting up Model ITIs
o
Skill upgradation of unorganised sector workers
o
Restructuring employment services and setting up career centres
o
National Career Service portal
o
Framing National Employment Policy
o
Policy framework for National Career Services
o
Other initiatives
Way forward
2
Approach

To enhance employment and employability of youth and catalysing entrepreneurship

Career counselling and vocational training means to achieve the above objective

Meaningful and outcome driven linkages of local industries with Career Centres and
training institutions being established

Implementation of all initiatives to be driven by the States to get desired outcomes

Role of Central Government to support States by providing appropriate frameworks,
best practices, IT architecture, etc.
3
Re-establishing brand equity of ITIs

Curriculum as revised by Mentor Councils (with representatives from industry,
academia, Champion ITIs, CSTARI and NIMI) in 11 core sectors being implemented
w.e.f. August 2014 session

Incubation Centres (4) and Chairs (5) being set up in premier institutions including IITChennai, IIT Delhi, IIT-Kanpur, IIT-Roorkee and ISM-Dhanbad

Infrastructure for training of trainers in distance mode being created

Pilot in delivery of ICT courses through Spoken Tutorial project of IIT-Bombay under
progress

Training in semester pattern introduced in ITIs in February 2014

First phase of ITI e-governance portal to be launched in November 2014

E-certification for CTS courses being launched from November 2014

Leadership and Management training of all Government ITI Principals being
conducted in premier management institutions including IIM-Lucknow, MDI-Gurgaon,
IIFT-Delhi, etc.
4
ITI-industry partnership framework

Flexible MoUs for running industry-driven courses in ITIs
o
Customised industry-led courses with high employment potential (min. 80%)
brought under NCVT certification
o
Detailed policy guidelines issued in July 2014
o
MoUs signed Tata Sons, Flipkart, Cadila Pharmaceuticals, Gujarat Industries Power
Company Limited, LabourNet and Raymond in August 2014
5
Concept of Model ITIs

With the national goal of Skilled India, a fresh thinking required to take the ITIs to the
next level by making them more demand-responsive

Proposal to upgrade one Government ITI in each State / UT as a model institution
with industry engagement, optimum capacity utilization, unorganized sector training
etc.

Model ITIs are expected to become demand centres for the local industries, and
evolve as institutions showcasing best practices, efficient and high quality training
delivery, and sustainable and effective industry leadership
6
List of Activities under Model ITIs Scheme

Reassessment of all existing trades and units for their relevance with local market
demand

Converting / opening relevant units based on the reassessment exercise

Upgradation of all retained units

Upgradation of overall facilities in the institute, including building, workshops, etc.

Filling up all vacant instructor positions by hiring contractual faculty

Setting up a full-fledged training and placements cell and appointing a full-time
training and placement officer

Overhauling the institute management committee and attracting at least one industry
house to conduct training programmes in the most popular trade

Creating suitable infrastructure for upgradation of skills of the existing workforce of
the local industrial units

Carrying out advocacy activities for institute promotion amongst candidates and
potential employers by creating websites and holding job fairs
7
Model ITIs – Structure of scheme

Proposed scheme structure:
• Rs. 10 crore budget for each Model ITI
• Centrally Sponsored Scheme with 70% Central Share and 30% State Share (NE90:10)
• One Government ITI to be identified by each State / UT Directorate and an Action
Plan to be developed
• Upgradation work to be taken up on an immediate basis after approval of the
Action Plan
8
Model ITIs – Proposal from States

A communication was sent out by the Secretary (LEM) to Chief Secretaries of all States /
UTs on 25th July 2014 requesting to identify one Government ITI for consideration under
this initiative, and send an Action Plan by 16th August 2014

Status of responses received so far is presented below:
S. No. State / UT
ITI Identified
Industry Clusters Served
Action Plan Status
1.
Bihar
ITI Digha, Patna
Not mentioned
and ITI (W) Digha,
Patna
Not received
2.
Goa
Borda, Margao
Not mentioned
Not received
3.
Meghalaya
Tura
Cottage and Medium
Proposal received
4.
Mizoram
Veng, Aizawl
Not mentioned
Outline received
5.
Punjab
Patiala
Not mentioned
Proposal received
6.
Rajasthan
Udaipur
Not mentioned
Not received
7.
Uttar Pradesh Saket, Meerut
20 clusters identified
Proposal received
8.
West Bengal
Steel, Power, Cement, Metal,
Chemical, Brewery, etc.
Outline received
Durgapur,
Burdwan
9
Skill upgradation of unorganised sector workers

Proposed scheme for running an additional shift in urban ITIs (Govt. & Pvt.) across
country to provide training to unorganised sector workers

Special focus to be given to courses on modern construction technology

Additional shift will be run in the ITI in the evening for training of the workers

Training will be provided in trades/sector relevant to the area in which large number
of unorganised sector workforce exists

States to identify at least one ITI in each Urban/Semi urban centre to set up training
infrastructure
10
Skill upgradation of unorganised sector workers

Training cost will be borne under SDI scheme

To ensure adequate focus is given to the scheme, 40% funds are proposed to be
earmarked from SDI scheme for this activity

Proposal to utilise BOCW Cess funds for creation of infrastructure in ITIs in
construction sector only

Stipend at the daily rates prescribed for boarding & lodging allowances in SDI scheme
will be paid at the end of every month to the BOCW registered worker or his eligible
family member who undergo training in such ITIs on the basis of certificate from
Head of ITI
11
Restructuring employment services and offering
career services

To reposition all Employment Exchanges as a hub for all career related services National Career Service (NCS)

Focus on providing career counselling and vocational guidance

Portal for effectively delivering services of NCS being developed

National number based call centre and helpdesk will also be integrated into NCS

Capacity building programs for employment exchange officers to be conducted

NCS will be one-stop-shop for all other career related services as placement services,
internships, apprenticeships, etc.
12
Objectives of Career Centres

Assess skills requirements at local, regional, national and international levels

Provide counselling both to youth visiting the centres and by outreach to educational
institutions about various training, on-the-job training and job opportunities, etc.

Youth from rural, semi urban areas as well as from disadvantaged sections of the
society to get information on training/employment options

Connect job-seekers and employers through portal, job fairs and other mean such as
campus placement

General gap training for college pass outs through specially empanelled training
providers
13
Career Centres – salient features

50 Model Career Centres to be established this year itself; six VRCs will also be
transformed into Model Career Centres for PwDs. Central support of about Rs 50 lakh
each

Bihar, Gujarat, Karnataka, Madhya Pradesh, Maharashtra, Rajasthan, Tamil Nadu,
Uttar Pradesh and West Bengal to have 2 Model Career Centres each; all other
States/UT to have one Model Career Centre

States given flexibility to choose model for operating career centres (State funding,
PPP-Industry Association Sponsorship/Company Sponsorship/Pvt. Owned/Partial
Ownership, CSR funds, etc.)

Outcome-based monitoring - No. of candidates/ schools provided counselling; no. of
candidates placed through various channels; job fairs conducted, etc.
14
Career Centres – action expected from States

States requested to send proposal for transformation of employment exchange to
career centre by 25th August 2014

Proposal received only from State of Odisha for VRC

States to expedite action plan as 10 Model Career Centres to be made operational by
December 2014 and remaining 40 to be made operational by March 2015
15
National Career Service portal

State-of-the-art technology driven National Career Service Portal will provide
information about available job opportunities and resources for Career Centres to
function effectively

Some of the services that will be made available through NCS portal are:
• An updated knowledge repository on Career Related content for effective
counselling
• Job & Skill Mapping for contemporary/popular careers
• Job & Vacancy Postings
• Training Calendar & Scheduler
• Candidate Registration & Tracking
• Skill Assessment and Aptitude Testing interfaces

PWC has been engaged as the Project Management Consultant for NCS portal and
RFP for appointment of implementation agency has been floated on 13th August 2014

The portal is expected to go live in December 2014
16
NCS Portal – expectations from States

Current situation analysis of existing Employment Exchanges to assess gaps and
develop plan at State-level for transformation into career centres (Action plan to be
submitted by 31st October 2014)

Nominate in time employment exchange officials for capacity building programs
being organised by DGE&T and appoint nodal officer for managing all activities of NCS

Identify the best practices that have generated interest from Industry/Skill
Institutes/Jobseekers etc. to be shared with all other States

Collate career, job and skill related data for hosting on National Portal
17
Formulating National Employment Policy:
Consultation Process

Inter-Ministerial Committee comprising of representatives of Central Ministries and
State Governments constituted

Comments sought from major social partners – Central Ministries, State
Governments, Employers Associations, Trade Unions and Professional Bodies

Comments sought on key dimensions like: employment generation, enhancing
productivity of workforce, reforms in labour laws, increase in participation of youth
and women, and enhancing entrepreneurship
18
Formulating National Employment Policy:
Consultation Process

Comments received till date from:
Central Ministries
 Ministry of Agriculture
 Ministry of Commerce & Industry
 Ministry of Heavy Industries & Public
Enterprises
 Ministry of Home Affairs
 Ministry of Housing & Urban Poverty
Alleviation
 Ministry of Human Resource Development
 Ministry of Mines
 Ministry of Power
 Ministry of Road Transport & Highways
 Ministry of Textiles
State Governments






Government of Himachal Pradesh
Government of Karnataka
Government of Mizoram
Government of Odisha
Government of Tripura
Government of Uttar Pradesh
Trade Unions
 Hind Mazdoor Sabha
 Indian National Trade
Congress
Union
19
Formulating National Employment Policy:
Consultation Process

Comments received till date from:
Employers Associations
 All India Manufacturers’ Organisation
 Employers Federation of India
 Federation of Indian Women
Entrepreneurs
 Indian Chamber of Commerce, Kolkata
 Laghu Udyog Bharati
Professional
Bodies/Institutions
 BSE Institute Ltd., Mumbai
 Indian Industrial Relations
Association
20
Highlights of the Comments

Employment Generation:
• National Employment Policy should be integrated closely with other national
policies to ensure growth-employment linkage
• Expand employment opportunities in non-farm sector
• Attract and retain youth in farming and processing of farm products
• Promote small scale and cottage industries, particularly in backward regions
• Focus on policies to reduce youth unemployment rates, particularly among
women
21
Highlights of the Comments

Employability:
• Recognition of prior learning
• Recognition and certification of informally acquired skills
• Certification of skills in consonance with the emerging market needs
• Expand vocational/technical courses through Public Private Partnership mode
• Creation of National Career Service Portal
• Amending the Apprenticeship Act to make it more flexible
• Integrating vocational training with industry with a minimum specified period for
on the job training
• Introduction of behavioural/soft skills in vocational curriculum
• Encouraging entrepreneurship in vocational training strategies
22
Highlights of the Comments

Employability:
• Focus on vocational training for women
• Customised skill development training for socially disadvantaged groups
• Developing skills for demanded in the international market
• Focus on skill development to the populous of border areas
23
Highlights of the Comments

Labour Regulations:
• Re-orient labour laws for facilitating manufacturing and export growth
‒ Amendment mainly sought in Industrial Disputes Act, Contract Labour Act
• Factories Act may be amended to consider the issue of working of women in night
shifts
• Simplification of procedures for compliance of labour laws, particularly for small
scale sector
• Promoting alternative dispute resolution processes
• Operationalisation of toll free helpline numbers for information regarding labour
laws
24
Highlights of the Comments

Social Security:
• Extend Social Security for all categories of unorganised sector workers , including
Home Based Workers
• Enhance social security benefits for seasonal migrants in urban areas
• Longer maternity leave for women to encourage their re-entry to the labour
market in the post maternity phase
25
National Employment Policy
NEP is a key part of the policy framework to support employment in the country. It needs to be seen in
conjunction with the demand and supply factors, both of which are critical elements in the employment
process. An illustration of elements involved in such process are as shown below:
26
NEP – Framework
Vision
“NEP will be a major enabling factor for generating decent employment to all citizens to obtain dignified, productive
and secure livelihood thereby enhancing their well-being.”
Key Pillars of NEP
1. Employability
Demand responsive
skill development
3. Working
conditions
2. Employment
National career
service, Selfemployment
Labour regulations,
Occupational Health
and Safety (OHS)
4. Social Security
and Benefits
Social Security
benefits, Wages
Coverage - All workers in terms of sectors (organized and unorganized), categories (regular, part time and casual)
and status (wage employment and self employment); Special focus on women, youth and home based workers and
other economically and socially disadvantaged groups
Goals
Interventions
Desired Outcomes - Quantitative and Qualitative
Governance and Monitoring
27
NEP Goals
Key Pillars of NEP
1. Employability
National career
service, Selfemployment
Demand responsive
skill development
•
Create a skilled
and
employable
labour force
focusing on
youth, women
and the socially
disadvantaged,
to respond to
the rapidly
changing
demand for
skills
3. Working
conditions
2. Employment
•
Establish a
National
Career Service
linked to a
robust labour
market
information
system to
facilitate
matching of
supply and
demand for
jobs and skills
at all levels
Labour regulations,
Occupational Health
and Safety (OHS)
•
Goals of NEP
Rationalisation
of the existing
labour
regulation to
balance
fairness with
flexibility and
ensuring
compliance by
simplifying
procedures
4. Social Security
and Benefits
Social Security
benefits, Wages
•
•
•
Expanding
coverage of
social security
particularly for
those in
informal
employment
Enhancing the
level of
benefits of
existing social
security
Ensuring
portability of
benefits
28
1. Employability – Interventions proposed
Current Need Analysis
Interventions (At a glance)
•
•
Supply side - Need to widen
base of vocational skill
pyramid training with a
focus on sector specific
requirement
 Mismatch between
vocational training
imparted and youth
expectations
 Strengthen the skill
development institutions Institutional changes
 Need for re-orientation of
the Apprenticeship scheme
•
Need for focused approach
in directing training and
skill development
interventions (especially for
skilling socially disadvantaged
groups like SC and ST and
increasing employability of
educated young women)
•
Increase reach, awareness and desirability of vocational training
using media campaigns and programs
Vocational education as a core subject at senior secondary level
(esp. directed for high employment generation industry sectors)
•
•
Re-evaluate no. of Apprentices, Stipends for the Apprentices (in
state and industry contributory model) periodically; Expand apprenticeship
base (could include tapping the potential of the MSMEs)
Strong Monitoring of the current ITIs (in terms of the education standards,
Tech tools being used, Facilities, regularity and staffing of teachers, Staff to students
ratio, instructor training, etc).
•
Course curriculum should emphasize industry relevant courses
(soft skill development , Industrial Safety and hazards, Basic computer literacy, etc. in
simple english – E Station Rural Gujarat model) and be
developed in
•
conjunction with Industry
Evaluate prospects of creating skill development centres (rural
areas) in the existing schools, during the evening hours
•
Mobile Vocational Training Vans (for areas with low accessibility in Rural
parts of the states, similar to ‘DoorStep education’)
•
•
Residential institutes for women in each state capital
Skill mapping / Role identification for the disabled
29
29
1. Employability – Interventions proposed
Current Need Analysis
Interventions (At a glance)
•
Create awareness and boost Industry Participation
• Regular structured communication across various industry forums
– Quantum and Importance of skilled workforce
• Industry sponsored courses/ scholarships at VTIs (esp. for women)
• Revamping of existing infrastructure setup by running ‘Adopt an
Institute (ITI/ Polytechnic)’ initiative for corporates
• Tax Incentives for companies which hire from ITIs
Demand side - Need for
industry support for
boosting employability
 Lack of importance,
awareness and avenues
for SMSE to hire skilled
workforce
 Insufficient involvement
of industry in skill
development
 Strengthen trainer base
for imparting skill at
training institutes
Create Databases
• E-Enabled Single Window Registration process for all types of
apprentices (current process is cumbersome)
• Online database of available skilled workforce (certified through various
courses of the NSDC, and others ) to be made available online for access
by Industries
• Online repository of all Apprentices for employee hiring by
industries – including those of students passing out of ITI and
Diploma colleges
Strengthening of Trainers
• Consider Industry experts to impart specialized training to ITI
faculty
• Budget allotment and utilization stipulations on ITIs could be
considered to ensure compulsory expenditure on staff training
30
30
2. Employment – Interventions proposed
Current Need Analysis
Interventions (At a glance)
•
Improve service levels provided by employment exchanges to
stakeholders
• Defined SLAs and single-window clearing mechanisms at
Employment Exchanges
Need for increasing LFPR
(Labour Force Participation
Rate) – Supply side
enhancement (especially of
youth and women)
•
Need for creation of high
quality jobs - Increasing the
demand side aligned to
economic growth
•
Need for to review and
revamp the setup in place
for job matching in terms of
technology, infrastructure,
capacity building of
National Employment
Service personnel, location
and accessibility to
employment exchanges
•
Increase Entrepreneurship
Support with setup of a national technology enabled career service
(NCS) – Key features
• Far and wide network of offices / branches
• Ease of interaction - Walk-in Service, separate section on the NCS
for women, persons with disability and learning difficulties
• Reach and access - Setup of a Helpline and web chat service
• Consolidate information on corporate hiring efforts for differently
abled candidates (Titan, etc.)
• Improved capability of national employment service personnel
using various means like inclusion of Industry professionals as
Career Advisers on a rotation basis
• Create awareness of NCS through media
Boost entrepreneurship and industrialization
• Encourage entrepreneurship by providing platforms (possibly tech
enabled) for interface with Venture Capitalists
• Increasing industrialization and hence jobs by reducing land
acquisition related complications (Online Registration process) 31
31
3. Working Conditions – Interventions proposed
Needs – Current State Analysis
Interventions (At a glance)
•
•
•
Currently most of the labor
regulations are largely
premised on open ended
employment contract and
existence of a direct employeremployee relationship in the
formal sector
Need for labour regulations to
consider various employment
situations (fixed
term/temporary/part time
employment, self employment
and employment in the small
firms and household industries)
•
•
•
Review and re-orientation of labour regulations for effective
protection of all types of employees
Consolidation of labour laws under four major groupings:
Working Conditions, Industrial Relations, Social Security, and
Welfare
Ensuring uniformity of definitions
Providing flexibility to employers without compromising safety
and security of workers
 Equal pay for equal work for all non- standard employment
 Enhancing compensation for retrenchment
•
•
Promoting Safety at Workplace for Women
Reforms in Minimum wages Act
 National Floor Level Minimum Wages to be made statutory
 Applicability of Minimum Wages Act to be expanded to all the
employments and not restricted to scheduled employments
•
Reforms in Migrant Workmen’s Act
 Interstate Migrant Workmen’s Act to be amended to include all
migrants under its purview.
 Benefits under the Act to be made portable.
32
32
4. Social Security & Benefits – Interventions proposed
Needs – Current State Analysis
Interventions (At a glance)
•
•
•
•
Need to extend the coverage of
social security benefits
(involves increasing spread of
coverage for workers in the
organized sector, as well as
those in the informal sector and
home based workers)
Need to review wages for
workers (especially related to
wages for casual labour and
social security for contract
labour)
Need for benefits portability to
cater to accelerated mobility of
workers in search of
employment (intra-state and
rural to rural); Also need for
adequate social protection for
all internal labour migrants
Increased coverage in the social security net
 Focused efforts towards increase in coverage of workers under the
ESI and EPF Acts especially in sectors like construction
 Establishment of common criteria on enterprises size and wage
threshold to be adopted for availing benefits under ESI & EPF Acts
 Increased coverage of RSBY (first to all BPL households and then to
all the unorganized sector families)
 A dedicated welfare board set up to extend social protection
measures to all home based workers
 Increase of Maternity leave under the Maternity Benefits Act from
12 weeks to 24 weeks
•
National database creation for storing social security data
 Creation of a National Data Base on social security for tracking
registration of beneficiaries and monitoring deliverables under
various schemes
•
Reduction of administrative overheads and improved delivery
of schemes
 Setting up of a Central Labour Welfare Board to administer all
existing/ proposed central welfare funds to cut down administrative
overheads and improve delivery systems
33
33
NEP Outcomes
1. Employability
Demand responsive
skill development
•
•
Contribute to achieving
target of skilling 500
million persons by
2022
Reduce educated youth
(15-29 years)
unemployment rate by
2025 –
 Overall: 11.3% to 5.6%
 Women:17.4% to 5.6%
•
•
Enhancing quality of
skill endowment of
labour force and
workforce
Enhancing the income
earning potential of
self employed workers
Key Pillars of NEP
3. Working
conditions
2. Employment
National career
service, Selfemployment
Supply side – By 2025
increase LFPR
• Overall: 39.5% to 55%
• Women: 22.5% to 45%
• Men: 55% to 65%
• Youth: 44.6% to 60%
Demand side
• To contribute to achieving
the target of 100 million
manufacturing jobs by
2022
• To contribute to the 12th
Five Year Plan target of 50
million new jobs in
manufacturing and
services by 2017-18
4. Social Security
and Benefits
Labour regulations,
Occupational Health
and Safety (OHS)
•
•
•
Extended scope to
include all types of
employees in both
unorganized and
organized sector
Reduction of
inequities based on
gender and social
groups
Portability of Benefits
in case of interstate
migration
NEP - Outcomes
Social Security
benefits, Wages
•
•
Increased coverage of
Social Security Net
Greater focus on
delivery of various
schemes to ensure
transparency, speed
and cost
effectiveness
34
NEP – proposed governance structure
National Employment Policy Council
Union Labour and Employment Minister
Provide overall direction
Representations from major Central Ministries and State Governments
National Employment Steering Committee
Secretary Ministry of Labour and Employment (MoLE)
Central Trade
Unions
Employer and
Industry
representation
ILO
Experts in
Labour studies
MoLE
DGE&T
VVGNLI (Technical support)
Formulate specific
implementation plans and
prioritization of these
Evolve key indicators and
monitor implementation of
policy parameters and
outcomes on a regular basis
35
NEP Monitoring
Indicators
 Qualitative and quantitative dimensions of the employment policy such as
• Employment and Labour force trends - sector wise/ gender/social group
• Social Security - Coverage of flagship schemes and access to benefits
• Labour Regulation-Simplification, compliance and enforcement trends particularly
in relation to minimum wages, contract labour, equal remuneration, migrant
labour etc.
• Skill development- In liaison with the National Skill Development Authority – skill
mapping, skill matching and expanding skill base with special focus on women,
youth and socially disadvantaged groups
• Labour Market Information System and National Career Service - Current and
Future job market opportunities, Job search assistance
Policy review frequency
 Annual
36
Employment Exchange Act, 1959

Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959
• Requires
all
establishments in
the
Public
Sector
and
non-agriculture
establishments in Private Sector where 25 or more workers are employed to work
for remuneration, to mandatorily notify vacancies to Employment Exchange as
may be prescribed by the respective State Government/Union Territory
• Employer not obliged to recruit the person through employment exchange
• Penal provisions in case of non compliance

956 Employment Exchanges across the country with around 4.5 crore people
registered (TN, WB, UP, KL, MH, MP account for 3 crore approx.)

Annual placements – around 5 lakhs (GJ and MH account for 3 lakhs approx.)
37
Policy framework for supporting National Career
Service

A Policy for National Career Service is proposed to address the changing needs of the
labour market and align it with the policy initiatives for enhancing employability and
connecting youth with employment opportunities by giving a focus on career
counselling

A discussion paper on the same was prepared

An Inter Ministerial Committee has been constituted for recommending amendments
to the Employment Exchange (Compulsory Notification of Vacancies) Act, 1959

The discussion paper was shared with the IMC and its recommendations are
presented in the next slide
38
Recommendations of Inter-Ministerial
Committee

After deliberating on the discussion paper, following decisions were taken by the IMC:
•
Employment Exchange (CNV) Act, 1959 should be repealed as it has lost its
relevance
•
NCS should function under a Policy framework which will have elaborate
provisions and mechanisms for functioning of Public and Private Placement
Agencies
•
The Policy would include development of a Code of Conduct, MoU/agreement
arrangements and have a subscription base system for authorized users. The
Policy would address issues like Centre-State operations, Data Sharing and
Privacy Issues
•
To oversee the implementation of the policy, it was decided to establish
governance structures like employment authorities and regulatory machinery
with an effective monitoring system and provision for third party audits
•
The Policy will also have a robust grievance redressal mechanism to address
violations, misuse etc.
39
Other initiatives

Recognition of Prior Learning for construction sector workers
•
Construction sector is a labour-intensive sector with only around 1% workers in
rural area are formally skilled
•
Working Group formed to help devise a program for mainstreaming the informal
skills in construction sector
•
WG recommendations include worksite led training and assessment of existing
workforce after pre-assessment of existing skills, gap training, etc.

Last mile employability
•
DGE&T is working to improve last mile employability through finishing skills
courses to be imparted through reputed institutions
•
Working Group formed to help devise courses
•
Basic course of 90 hours for Class X pass students and an Advanced course of
140 hours for Class XII pass and above proposed
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Way forward
Leadership models for Industry-ITI-Career Centre collaboration
for
 Enhancing employability of and entrepreneurship in youth
 Upgradation of skills of existing workforce
 Mainstreaming informal skills
 Meeting the emerging skill needs of industry
41
Thank You
Directorate General of Employment & Training
Ministry of Labour and Employment, Govt. of India
Shram Shakti Bhawan, 2 & 4 Rafi Marg, New Delhi-1
Phone: 011-23710446
42

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