Institutional Capability Building

India released its National skill policy in April 2009 and created NSDC in
September, 2009.During the last 3 years Nations progress on developing skills
of its youth for employability has been very slow.
The critical ten challenges which existed in 2009 are more or less still present in
the same intensity 3 years down the line. Why?
As a nation, we have not been able to create
1.
2.
3.
4.

Institutional Capability and Capacity for Skill Development

Inclusion
Ideology
Innovation

Institutional Capability and Capacity:

On a mission mode Government of India should address the issue of creating
Institutional Capacity and Capability. The nation needs a leader like late Dr
Varghese Kurien (Father of Operation Flood) and Mr M.S. Swaminathan ( Father
of
Green Revolution) for creating institutional capability &capacity
skill
development in India.
India needs world class sector specific national and regional skill institutions who
can
- produce role specific; sector specific, vernacular learner centric content
-create sector specific trainers and assessors.
-place students in MSME sectors
-create and nurture entrepreneurs in SME sector.

FOUR STEPS to BUILD INSTITUTIONAL CAPABILITY

1. Create the Organization
-Articulate vision, purpose ,goals, culture &behaviours
-Ensure committed and competent board &senior management.
2. Mobilize the organization
-set up governance to enhance active leadership.
-establish employee operations and performance baseline
-attract, develop and retain talented employees.

3 .Hard Wire operations

-Align organization structure, processes for performance goals
-review performance on weekly basis for corrective actions
-build internal capability of all teams for higher performance
-motivate high performers.
4.Manage for Results
-manage programes for process discipline, rigour &performance
-reinforce desired behaviours
-create leadership pipeline &growth path for employees
-create performance culture

Institutional Capability Building Solutions for Skill Development

Skill Challenges
In each industry there are no document
role wise occupational standards.

Systemic Institutional Solutions

1.Formulation of Sector Skill
Councils
Sector Skills Councils to hire
professionals and experts to
create
high
performance
outcome driven council
SSC to tie up with international
counterpart
on
sharing
of
Occupational standards.
SSC to create capacity for
creation
of
NOS,
content
&faculty standards

Lack of availability
Occupational
standards aligned; Learner Centric,
Vernacular content sector wise role
wise

2.Institutions
for
Content
Building -professional and content
companies to produce learning
content

Youth not keen to be skill

trainers in rural/ semi urban
India

3.Institutions for building Skill

trainers
Creation of skill teachers cadre
with 4 levels of promotion, rural
posting ( 3 years) (state PCS

 Acute
shortage
trainers ( 79 lacs)

ofskill

No institutions exist which can

assess
students
across
India
across industries

No compulsion on corporates to
recruit
skilled
and
certified
manpower

Very few entrepreneur setting up skill

centres in the tier III and tier IV towns
(skill centres at block and sub block
level etc)

district wise, sector wise skill gap

analysis does not exists in the states
of India

equivalent)
Creation of state wise multi
sectoral trainers development
institutes
Creation
of
occupational
standards, growth path for
trainers
4.Institutions
for
Building
Assessors
Government state &central to
create organization capacity for
assessment across India cum
sectors.
5.Placement (Legal Mandate)
Legal mandate to recruit only
skilled and certified manpower
to all corporates ( medium large
and
very
large
MNC),
compulsory audit and stern
action against violation
6.Inclusion
Special incentives (infrastructure
states) to entrepreneurs setting
up skill centres at block and sub
block level.
Government to set up infra skill
at block level and let private
company run in PPP mode
7.Labour
Market
Institutions

Intelligence

India
to
create
skill
gap
inventory district wise every 3
years (Online) by involving
district authorities and district
level industrial SME associations.

Each and every industrial cluster

and agriculture cluster does not
have a skill development centre
for recruitment of skiiled and
certified youth..

8.Skill and Employment Generation

Alignment
Industry to adopt SDC in clusters
as part of mandatory CSR
practice
As policy sectoral SDC to be set

up in each industrial zone/area.

Skill curriculum is not included for

most of the service sectors in class
IX and X. Currently only 5%
students study skills @ school.

India has 3 lakhs apprenticeship

against total workforce of 50
crore.

We have not taken mission mode

thinking on skill development and
employment generation. We as nation
are fragmented and scattered on skill
development

9.Skills @School
Create cadre of skill school
teachers in each state
Skill vocational boards at each
state aligned to each sector skill
council, occupational structure
Image of skills for employability
10.Apprenticeship Reforms
Allow MSME hire one or two
apprentice trainee every year at
50% of minimum wage. These
apprentices are trained under
MES scheme in the class rooms
and on the Job at MSME
workplace.

Mission Mode Thinking

Take districts of key influential
politicians across states and
convert them into 100% skill
districts in 3 years time by
involving these key minsters,
chief
ministers
and
key
bureaucrats.

Mission Mode Thinking

Chittoor
developed District

---

Indias first 100%

fully Skill

POWER of One
Objective
To convert Chittoor district into 100% fully Skill developed district in India.

Stakeholders
1 Chief Ministers Office
2 Elected representatives of District Chittoor. (including PRI representatives)
3 State Government Secretaries
MSME, Rural Development

from Dept of Labour, Education, Industry,

4 District Administrations
5 Industry association (FICCI)& association of MSME industry in Chittoor

Operational Model
1 Vision
CM to articulate in media and with critical stakeholders that in 3 years Chittoor
will be Indias 100% fully skill developed district.
2 Goals
CM to set skill development goals year wise for each assembly constituency
.The targets to be divided for each constituency
between State govt
Secretaries
from dept of
Labour, Education, Industry, MSME, Rural
Development.
3 Communication &Mobilization of MSME
The district , block administration and local industry association to communicate
to each MSME through a group contact programme that each MSME has to hire

one or two trainees per year who will undergo NCVT accredited 240 hours of
combined classroom training at a skill centre and practical training at his
(MSME) location for a period of three months. Post training they will work at
MSME location as an apprentice for a period of 6 to 9 months at 50% of minimum
wage act.
4 Districtwise Skill gap
Based on MSME industry requirements identify top 50 role holders we need to
skill in core industries within Chittoor or in and around Chittoor within 3 months
of goal setting.

5 Selection of Skill training &placement implementation partners

FICCI &state secretaries of Labour, industry, MSME,MORD to identify the skill
implementation partners sector wise. FICCI to be the Lead implementation
(prime Contractor).FICCI will be accountable for quality of skill development,
quality of skill trainers, certification norms and placement &apprenticeship
period tracking. Fund Utilization certificates &relevant MIS systems.
6 Fortnightly review and corrective actions
Since it is a mission critical project should be reviewed by District administration
on weekly basis. State secretaries on fortnightly basis.CM office on monthly basis
for performance appraisal and corrective actions.
7 Highlighting &recognizing success stories
All successful success stories of youth, officials, MSME, Skill providers should be
recognized ,rewarded and shared with media and stakeholders.