June 2015 `250

Exclusive Interview

10

Skilled India
Must for
Make in India

16

Sector focus

Private Security

Rajiv Pratap Rudy

Minister for Skill Development and Entrepreneurship

24

Industry Partner

G4S Secure

30

Training Partner

The flowering

54

IL&FS Skills Skilled

June 2015

Birender Rawat

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Skilled June 2015

Skilled June 2015 2

From the Editor

Vol. 1 No. 1 June 2015
Editor
Vikrant Abrol

Correspondent
Sukriti Shahi
Birendra Gusain
Creative Team
M M Pradeep
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Circulation
Pradeep Banerjee
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Support
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Sales
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Photograph Credits
Mr. Rajiv Pratap Rudys office, IL&FS Skills,
SSSDC, G4S Secure Solutions,
Noida Deaf Society, Sukriti Shahi
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Released on June 18 2015
Total no. of pages 56 including Covers

End income inequality by skilling India

As bodies and minds, all beings are born equal. But lack of access to
opportunities to express themselves leaves the fruits and joys of creation
in the hands of the few. For decades, economic inequality has created
a rift between the rich child and the poor child. For centuries, social
inequality has prevented the climb of masses into the promise of
everything India offers.
That time has gone.
A new idea is underway to reduce these inequalities. The governments
focus on skilling India in mission-mode through the creation of Ministry
of Skill Development & Entrepreneurship, will contribute to reducing
income inequality by ending opportunity inequality.
The governments Skill India initiative has two arms. One, creation of
an infrastructure under which millions of unemployed poor can gather a
skill and through it express a life of dignity and comfort. And two, using
the same infrastructure, any skilled person can better her skills and reach
a higher standard of living.
Skilling a large country like India to satisfaction is easier said. Ideas like
Skill India Mission or simplifying laws like The Contract Labour Act
are mere intents, tools to bring about a larger change. For it to manifest
in the last unskilled Indian, it requires minds of steel powering untiring
hands with both riding a firm will that will not rest until the job gets
done.
It is in this spirit that we are launching Skilled Indias first magazine
devoted to skilling the nation. As various arms of this initiative
governments at the Centre and states, NSDC, sector skill councils,
industry partners, training companies, trainers, assessment agencies
and most important, individuals join hands to make this initiative
successful, Skilled will be the platform that will carry their voices. It
will track developments, analyse them and seek opinions around this
ambitious experiment in this momentous time.
Nothing can be taught, said Sri Aurobindo, from whom Skilled
derives its moral strength and spiritual inspiration. The teacher is not
an instructor or task-master, he is a helper and a guide. In this spirit
of humility, I seek your participation in this exciting journey and look
forward to hearing from you.

vikrant@unifiers.in
Skilled June 2015

inside

Cover Story

6
10
4

Our Time has Come

India is poised to become the worlds youngest country by 2020, with

an average age of 29 years, and account for around 28% of the worlds
workforce. Are we prepared?

Interview with Rajiv Pratap Rudy

The Skill development minister talks about Indias skill ecosystem and the
Central Governments future plans.

Skilled June 2015

16

30

Sector Skill Council

An interview with SSSDC Chairman

to understand the skilling needs of the
Private Security Sector and SSSDCs
work in the skilling space

Training Partner

24

Industry Partner

G4S Secure Solutions

Managing Director talks
about the skilling needs
of the largest employer in
the Private Security Sector
Space

There is a need to train

millions of employable
youth. RCM Reddy, MD,
IL&FS Education &
Skills shares his vision
and action plans for
skilling the young Indians

Regulars

41 Jobs in the Skills Sector

42 Skill News
44 SSC Status Chart
48 Government Skilling Schemes
52 Guest

36

The Different One

At Noida Deaf Society, they are able to ask

questions, get answers, express themselves, their
emotions and aspirations, likes and dislikes

54 The Flowering
Skilled June 2015

cover story

Our time has

ndia is a land of diverse cultures and geographies.

It has always been known for its rich culture and
tradition. However with the course of time it has
proved its importance on the economic front as well.
From being an emerging economy to an emerged
potential economy, the transition has happened at an
astonishing pace.

Skilled June 2015

Hardly any sector is left where India

has not made its mark in terms of the
economic growth and potential and as
a result of which, it is considered to be
one of the largest, growing and expanding pools of talent. India over the course
has earned the title of being the land of
aspiration. Whole world is aware about
the numbers of doctors, engineers and

come...

lawyers the country has been producing over the years. The development
and growth has now started showing
its impact in each part and across sections of the country. A UN report says
that India has the youngest population
with 356 million, 10-24 years old in
the country. This means that presently and in the next at least 30 years to

come, most of the workable population

of India will be young. This number is
quite enthralling as compared to other
countries. This demographic dividend
of India is its biggest advantage today if this number is cultivated into a
skilled workable population. This also
implies that the kind young workable
workforce that India can give to the

Skilled June 2015

world in years to come is unmatched.

The minds will be young, enthusiastic, raw and fresh. The aim is to impart
proper skill training to this population
for various existing and emerging jobs
in India and globally; and create value
which can be co-shared.
The Present Scenario
As per statistics, the percentage of
workforce getting skill development
training in India till 2008 has been
meagre 10% which was quite low as
compared to countries like Korea, Japan, Germany and UK. Despite the
stress laid on primary education and
training in India, there is shortage of
skilled manpower which can address
the demand of the country. This demand has been rising with expansion
of the economy. It was then timely
noticed by the previous UPA government in 2009 which launched a skill
development policy as Indias first significant step towards skill development
and training. With an aim to revamp
Indias skill development policy, UPA
government targeted to skill 500 million people by 2022.
The present government too realised
the potential of the country and the
need for a more robust framework for
the people joining workforce every year.
Indias present annual training capacity
is 4.3 million whereas the industry requirement is of 22 million resulting in

cover Story

NOS would also come

handy for recognition
of prior learning (RPL)
and would be useful for
internal appraisal for the
industry.

around 80% deficit. In addition to this,

almost 12 million people join the workforce every year. These numbers suggest
the excessive work that needs to be done
on this front and thus skilling is a critical issue nation is facing.
There is still a large ready workforce
which is missing the employment because of lack of proper training and skill
set required by the industry. India over
the years has developed and evolved as
a knowledge-based economy because
of the abundance of human resource
which is young, flexible and capable.
The question is, is our quality of education and training sufficient to get the
desired job? The answer is that there is
still a lot to be done on that front. India
is a potential economy. It has success-

fully come out of worst of economic

crunches when the other super economies were terribly crippled and came
to a standstill. Though slowly, India
still kept moving on. This tremendous
economic evolution shows that no
economy can work solely on the basis
of government policies and structures.
It is the convergence of people, private
and non-profit organisation supported
by government with its people-friendly
policies which makes an economy work
and reach to its maximum.
Today, India stands at a place where
it has resources but there is need to
train them to global standards to accelerate the pace of the economic growth.
Clearly, more the number of workforces being employed, better is the functioning of the economy. The government policies, therefore, not only focus
on getting training and employment to
the people, but also motivating them to
be self-employed. This urgent need of
skilled manpower in different job areas
world over has pushed the government
to initiate and achieve formal/informal
skill development of the working population via education/vocational education/skill training and other state of
the art learning methods.
The idea which was generated by previous government under the leadership
of former Prime Minister Manmohan
Singh is now been converted to Indias
trump card by present Prime Minster Narendra Modis vision. Seeing
skill development as one of the major
agenda for the government, he surely
has given remarkable structure to his
vision.

Skilled June 2015

What has been done?

Now that the government is actively
participating and working in unison
with departments, agencies, organisations and industry for skill development, the area is getting a robust framework. The central government has set
up a separate ministry for skill development and entrepreneurship which has
taken independent charge of this space.
This will result in more specific policies
in the area of skill development and
their subsequent implementation. With
Mr. Rajiv Pratap Rudy leading the skill
ministry supported by one of the senior most and experienced secretary,
Mr. Sunil Arora and a highly efficient
team, the skill development area has
now got its due attention. The ministry
has started consulting 18 government
departments who are part of skill India
mission to converge and sync their programmes with national skill policy. This
has also resulted in more cordial and
cohesive partnering of other ministries
with skill development ministry.
In the past, many of the central government ministries have been implementing multiple skilling schemes.
Some of these include Aajeevika and
Village Entrepreneurship Start up Program by Ministry of Rural Development, Seekho Aur Kamao by Ministry
of Minority Affairs, Hunar se Rozgar by
Ministry of Tourism, SJSRY by Ministry of Housing and Urban Poverty Alleviation. With the new ministry for skill
development, there is a sincere effort to
standardize and efficiently channelize
the efforts by each of these line ministries so that the beneficiaries and Indus-

tries that they serve can get the best out

of the skilling initiatives.
To support the national skilling agenda an autonomous body, National Skill
Development Agency (NSDA) was set
up in June 2013 by the previous government. NSDA now functions as a part
of the newly formed Ministry of Skill
Development and Entrepreneurship.
The role of NSDA is to coordinate and
harmonise the skill development efforts
of the government and the private sector
to achieve the skilling targets of the 12th
Plan onwards and it endeavors to bridge
the social, regional, gender and economic divide in our country.
At the state level, State Skill Development Missions have been set up which
are the nodal agencies for coordinating
the skill development efforts in their
respective states. These state level bodies are critical as they understand local
requirements and can mobilize the state
machinery for operationalising and scaling up the skill development initiatives.
Another organisation which is playing a significant role in catalyzing the
Indian skill development eco-system is
the National Skill Development Corporation (NSDC). It is a one of its kind,
Public Private Partnership in India
where Government of India holds 49%
stake and while the private sector has
the remaining 51%. It aims to promote
skill development by catalyzing creation
of large, quality, for-profit vocational
institutions. NSDC provides funding
to build scalable, for-profit vocational
training initiatives. Its mandate is also
to enable support systems such as quality assurance, information systems and

train the trainer academies either directly or through partnerships. In less

than five years of its active operations,
NSDC has emerged as one of the most
important organizations in operationalising Indias formal skill development
journey. It has incubated over thirty
Sector Skill Councils, funded more
than 200 training companies which
have set up thousands of training centers and skilled over 3 million trainees
in the last three years.
Skilling is about employment, therefore who is better than the Industry
Partners to tell what the skilling needs
of a particular sector are, thats where
the Sector Skill Councils (SSCs) came
up. SSCs are national partnership organisations that bring together all the
stakeholders - industry, labour and the
academia. Since their inception, They
have actively started defining minimum
acceptable quality standards for skilling,
are laying down the National Occupational Standards for the all the important job roles identified in a particular
sector, accrediting training companies,
supporting development of curriculum,
certifying master trainers and trainers,
getting on board third party assessment agencies, developing the labour
management information systems and
supporting an eco-system for life long
learning.
Among the several steps to strengthen
the skilling eco-system, the most significant has been the formulation of National Occupational Standards (NOS).
With the emergence of NOS for each
and every job role, it has become quite
clear what the industry demands and

what training companies need to train

for. These standards get the potential
workforce in sync with industrys expectations and requirement. It has given
uniformity to the level of training being
imparted pan India. NOS would also
come handy for recognition of prior
learning (RPL) and would be useful for
internal appraisal for the industry. Thus
NOS is one of the most critical pillar
on which the Indian skilling eco-system
will be built.
While the central government has
been strengthening the skilling eco-system, it has also been looking at convergence opportunities which will synergies the growth in various areas. The
most recent and globally acknowledged
one such initiative by the central government is Make in India. Make in
India is an initiative to encourage domestic and global companies to manufacture their products in India. This is
expected to give skill enhancement and
create employment in the economy. It
majorly focuses on 25 sectors of the
company including chemicals, textiles
IT, automobiles, pharmaceuticals etc.
Make in India is expected to significantly increase countrys GDP and tax
revenue.
This decade has been transformational for developing a skilled India with the
government, private sector, academia
and the citizens coming together, but a
lot still needs to be done.
What can be done?
With so many components in the
skilling eco-system in place, the most
critical thing now is to get them working, working efficiently to realise their
Contd. page 15

Skilled June 2015

interview

rajiv pratap rudy

Leader
Speaks
I

ndia is not a developing nation

anymore. It has seen a mammoth
growth as far as economic
development is concerned. Skilling and
upskilling of manpower is yet to make a
huge difference to the present scenario.
Skilled spoke to Rajiv Pratap Rudy,
The Union Minister of State for Skill
Development and Entrepreneurship
(Independent Charge) and
Parliamentary Affairs, to get an insight
on Indias skill ecosystems present
and future prospects and the Central
Governments forthcoming plans.

10

Skilled June 2015

Everyone talks of Indias demographic dividend, how criti- time, it is dedicated to establish National Skills Qualification Framework (NSQF) alignment of all vocational traincal do you think these are to Indias growth?
India is expected to become one of the most populous na- ing initiatives through the Sector Skill Councils to achieve
tions by 2025, with a headcount of around 1.4 billion. The standards.
countrys population pyramid is expected to bulge across Can you share the top 4-5 highlights of the New Skill Development policy that you are going to launch?
the 1564 age brackets over the next decade, increasing the
The new policy has adequate provisions for policy initiatives
working age population from approximately 761 million to
for both skill development and entrepreneurship.
869 million during 20112020
The policy draws lessons learnt from the 2009 policy and
Around 64% of Indias population is expected to be in the
acknowledges the challenges in the current skill and entreage bracket of 1559 years by 2026, with only 13% of the
preneurship landscape.
total aged above 60 years.
Specifically focusses on outcomes
India is poised to become the worlds youngest country
Integrates innovations and technoloby 2020, with an average age of 29 years,
gy as an essential element of skill develand account for around 28% of the worlds
opment and entrepreneurship
The new skill
workforce. In comparison, during the same
The policy is nondiscriminatory in
period, the average age is expected to be 37
development
nature and adequate policy provisions
years in China and the US and 45 years in
are framed by taking in consideration
policy integrates
Western Europe
the interests of rural youth, women, miWith such a demographic dividend, India
innovations and
norities, differently abled and people recould emerge as the leading provider of
siding in geographically unserved areas
technology as an
skilled workforce to the World.
India needs a comprehensive skill develNow that you have the responsibility and
essential element of
opment model. There are some existing
opportunity to change the lives of over 30
models in UK, USA, Germany, Singaskill development
crores youth, what will be your key focus
pore and Australia. Will we make any of
areas?
and entrepreneurship these are base or will we have completely
Skill Development has been happening in
new approach?
the country from a very long time. We alThe Ministry, through its arms of NSDC and NSDA, has always have skilling going on in the country through informal
ready signed MoUs with United Kingdom, USA, Germany,
structures in an unorganized manner. However, the Honble
France, Australia and Canada. We are also in talks with skill
Prime Minister recognized the importance of the domain
development organizations and the Governments of South
and established the Department of Skill Development and
and West Australia, Singapore, Switzerland. Although the
Entrepreneurship in May, 2014, which was elevated to a fuldemographic diversity and the resource availability varies
ly fledged Ministry in November, 2014.
from country to country, best practices obtained through the
30 crore is indeed a huge target and the Ministry is focused
experience of these countries would essentially form a cruon achieving this through its vision of Skilling at Scale and
Speed with Standards. The Ministry is working towards cial part of the approach towards Skill India.
partnerships with various stakeholders including other Former Prime Minister said that 50 crore Indian will be
Ministries/Departments, Corporate, Public Sector Under- skilled, what is your take on that? As there are only 2% of
takings, Non Government Organizations etc to leverage the skilled workforce in India, where according to you the preresources available to achieve scale and speed. At the same vious govt.s policy lacked for those slacking figures?

Skilled June 2015

11

interview

rajiv pratap rudy

We need to be rationale in setting targets for skill develop- support. The Pradhan Mantri Kaushal Vikas Yojana Scheme
ment in the country. The previous policy talked about train- will also cater to their needs.
ing 5 million in the 12th FYP and other 45 million in the Almost all past initiatives have had a wage employment focus
13th FYP. However, there was no methodology specified to that too in urban areas which leads to large scale migration
achieve that. We need to revise the targets according to the from rural areas for paltry salaries. How do you propose to
demand in the sectors and the Ministry is focused on achiev- nurture self employment especially in rural areas?
ing that.
The Ministry is working towards the establishment of Skill
What out of the box solutions you have come up with to Development Centres across the country. We are trying to asscale Indias skill manpower from 2%?
sociate them with the Parliamentary Constituencies through
The Ministry is in talks with various other ministries to lever- the Members of Parliament. These centres would specifically
age the huge infrastructural resource available with them. cater to the local skill requirements and would associate with
Utilization of the public infrastructure for skill development local industries to address the issue of migration and employactivities would significantly scale and
ment. However, we would need support of
speed the skilling activities across the
the States to access the regional requireUtilization of the
country.
ments, provision of content in vernacular
public
infrastructure
We are also attempting to establish skill
languages, and involvement of local indusdevelopment centres in each Parliamentries. Skills are also required to be made
for skill development
tary Constituency with involvement of
aspirational so that youth in the rural areas
activities
would
the MP to cater to the local requirements.
also move towards skilling.
It would be a big leap towards reaching
Skill development has to be supported
significantly scale
every corner of the country for skilling
by labor law changes to enable a better
and
speed
the
skilling
Skill Development is a huge space and
working environment for employees and
the Government would definitely require
employers, especially the non-uniform
activities across the
the support of other stakeholders in the
minimum wages of states. How do you
country.
domain. For the same, our Ministry is
propose to address this issue?
working on a template where any indiMinimum wages cannot be fixed because
vidual or organization would be able to associate with the of the economic diversity of each state. However, the PradMinistry to carry out skilling in their own capacity.
han Mantri Kaushal Vikas Yojana has adequate provisions to
India has a wide socio-economic spread, how will you ad- address the diversities in skilling space.
dress it in the new policy?
Any plan about skilling or upskilling the existing employed
The policy adequately considers the interests of the different manpower?
segments of the society. The Ministry aims to work in col- The Recognition of Prior Learning (RPL) process is establaboration with other relevant Ministries to provide skill up lished in support of assessing and certifying persons with
gradation to the youth that will make them industry ready.
existing skills and experience. The draft Policy on RecogniThe Ministry has collaborated with the Ministry of Social tion of Prior Learning (RPL) has been developed with the
Justice and Empowerment to skill 2.5 million differently support of the India-EU Skills Development Project. The
abled people in a period of five years. A skill council is being Ministry has also emphasized the importance of RPL in the
specifically set up for the Differently abled people.
Pradhan Mantri Kaushal Vikas Yojana.
The Ministry will also ensure that any desirous candidate What do you have to say about your idea of roping in various
should not be deprived of skilling due to lack of financial ministries under Central Govt. for skill development? How

12

Skilled June 2015

do you plan to synergies the efforts between various government departments and ministries?
One of the main mandate of the new Ministry is to ensure
co-ordination and convergence with the other Ministries/
Departments. So far, we have received a very warm welcome
and great support from all the Ministries/Departments.
However, Skill development programmes are being implemented by various Ministries/Departments/agencies of
the Central Government and have different norms as regards the eligibility criteria, duration of training, maximum
amount for training, outcomes, monitoring and tracking
mechanism etc. This multiplicity of norms and parameters results in avoidable difficulties in implementation and
makes it a difficult to evaluate the performance of the skill
development programmes across the Central Government
in an objective manner.
Therefore, The Government of India had constituted a Com-

mittee on Dovetailing/ Rationalization of Central Government Schemes on Skill Development under the chairmanship of the Chairman, National Skill Development Agency
(NSDA) with Secretaries of different Ministries/Departments as members vide Notification dated 02.12.2013 for
providing norms for skill development schemes implemented by Government of India. The Committee had rounds
of deliberations and came up with its recommendations on
norms across the various skill development programmes
while allowing flexibility to meet the requirements of different parts of the country/ different socio economic groups.
Meanwhile, all existing skills training need to be mapped
with the National Skill Qualification Framework to ensure
convergence among several Ministries. Mapping of all skills
training with NSQF will help establish equivalence amongst
various training being conducted.
Ministry through NSDA has developed Labor Market

Skilled June 2015

13

interview

rajiv pratap rudy

Information System (LMIS) which amongst others aims at availability of 65,000 km of railway network in the country
integrating all training database of all Ministries involved with over 8,000 stations, out of which a large proportion have
with skilling including the State government. This will also adequate infrastructure facilities, electricity supply and an exprevent duplication and promote convergence.
tensive optical fiber cable (OFC) network. Such huge resource
What is your take on integrating skill development and ed- would be an optimum platform to deliver short-term skilling
ucation?
courses and promote awareness in the interiors
If
10
weeks
We have spent huge resources on Eduof the country. Several rounds of meeting have
cation in the country and have achieved
already been held between the two Ministries.
of training
some appreciated milestones. However,
A broad understanding has been reached and a
supplemented
with
still its a long way to go for education to
joint proposal will be created soon.
yield employment opportunities for the 10 years of education What synergy do you see in Make in India
individuals. So, if 10 weeks of training
program and skill development?
makes
a
person
supplemented with 10 years of education
Make in India is a manufacturing campaign
makes a person employable, it should
and for this, manufacturing needs to grow
employable, it
certainly be prioritized. The Ministry is
from 12% level to 25%. Today, most of the
should
certainly
working on the credit framework to entraining in vocational education is for services
able lateral movement from formal edsector, however, we need to shift from services
be prioritized
ucation to skills. The proposal is in the
to manufacturing. Various manufacturing secdevelopment stage and is expected to firm up soon.
tors such as Automotive, Building Construction and HardHow did you come up with this idea of turning railway sta- ware, IT Hardware, Furniture and Furnishing, Leather, Textions into training grounds? How long will it take?
tiles, Life Sciences require huge skilled human resource. For
The Honble Prime Minister shared his vision of leveraging this, we need to train (wo) manpower in each of these sectors
the huge infrastructure available with Railways at the launch so as to suffice the demand. Hence, Make in India will not
of the Diesel Locomotive in Varanasi. In Railways, there is happen without Skill India.
14

Skilled June 2015

India has one of the youngest

populations in the world
and a very large pool of
young English-speaking
people. Therefore, it has the
potential to meet the skill
needs of other countries and
also cater to its own demand
for skilled manpower.
Ironically, most industries
in India are currently
struggling with scarcity of
skilled labor.
potential and contribute to this national skilling mission. Each of these
organisations which have been set up
for skilling, including NSDA, NSDC,
SSCs, training companies, assessment
agencies etc. will have to be carefully
nurtured to realise their full potential.
Among the critical areas, one important area which needs to be given urgent
attention is the relationship between
education, skilling and employment.
Though a National Skills Qualification
Framework (NSQF) has been put in
place which was earlier the National
Vocational Education Qualification
Framework (NVEQF), this needs to be
reviewed with utmost seriousness and
the relationship and mobility between
skilling and education should be clearly
defined and operationalised. India has
a large number of drop outs at 8th, 10th
and 12th levels, we need to chisel these
young hands into skilled individuals
who will be able to make a successful
career for themselves and contribute
towards building a strong nation. There

is also a huge potential for life long

learning, where a skilling-education interface would come very handy, eg. if a
welder who is only 5th Pass would do
his 10th class along with his job, complete his ITI, followed by 12th class,
diploma and finally aspire for being an
engineer all this while he is working!
We should also critically review the
National Occupational Standards, since
they are the fundamental block on
which the complete skilling eco-system
is being built. Even though over 1000
NOS have been released and are been
actively used, it is worthwhile to review
the usability, accuracy and acceptability
by the Industry, which is the end user of
the skilled manpower.
Since quality of assessment will decide
the outcome of the skilling initiative, it
might be worthwhile to set up a National Council of Standards and Certification which will act as a regulatory
body over DGET, NSDC and SSCs, a
suggestion which came up during our
discussions with Mr. R.C.M.Reddy,
MD of IL&FS Skills who has been actively working in the skill development
space for close to a decade.
While there are multiple areas which
need attention, the government of India and specially the skills ministry will
have to priorities fundamental issues
over operational issues.
With a very large population, India
would never be able to upskill all of its
youth across the country through the
conventional training and education
framework. Government alone cannot accomplish this task. It calls for a
concerted effort of government, industry, academicia, private players and the
social sector to address this issue in a
comprehensive manner. If India is to

Skilled June 2015

gain its rightful place in the world, reap

equal benefits and opportunities for
all and rise from the debris of poverty
and several other pressing issues, skills
development will require to be given a
place right on top of national priorities.
Where rest of the world is dealing with
dearth of manpower, India has workforce in excess. India is considered to
be an emerging service-based economy
with human capital as an advantage.
However, other countries are strict and
firm about the standard of training imparted to their employable workforce.
India on the other hand is now working
upon and building the similar global
standards for training. This implies that
the worth of Indian manpower that
would multiply in the years to come. If
the manpower here will fit to the global
standards, India can be the largest
source of skilled and trained manpower not only to itself by to the rest the
world. This will not only work in the
benefit of economic growth but will
give a grand platform to India to stand
at par with global economies. Skill development is one of the most crucial aspects India is dealing with today. Going
by governments plans and citizens aspirations, it is foreseen to be one of the
biggest economy boosters. Our time
has come...we all need to come together to make a Skilled India which will
change the world.

15

sector

private security

Transforming the Private

SSSDC redefines the capacity building approach for Indias second la

ith emergence of a more streamlined

skill ecosystem in India, formation of

sector specific skill development councils
has intended to make the ecosystem more robust. For
these Sector Skill Development Councils know the
exact needs of the sectors, they anticipate to make the
skill space well-organised and efficient.

16

Skilled June 2015

Out of the currently active and functioning Sector Skill Councils, Security Sector Skill Development Council
(SSSDC) has done humongous amount
of work in the skill space of private security sector. We interviewed KunwarVikram Singh, Chairman, SSSDC, to
know more about SSSDC and Indias
positive formation of skill space.

Security Sector

argest employment generating sector after agriculture

Sector Skill Councils have been set

up by lead industry associations, corporates and other relevant sector bodies with an objective to support the
employers by creating an eco system
of skilled manpower for a particular
sector hence reducing the skill gap and
improving livelihood of people. With
such an aim, SSSDC came into being

in March 2011, through an initiative of

CAPSI with leaders from Private Security Sectors like G4S, Tops Security,
Checkmate Services on board Holding
on to the Prime Ministers vision to
skill 500 million people by 2022, SSSDC plan to develop framework for skill
development in the private security
sector which includes skilling 8 million
security guards, provide them a sustainable livelihood, improving their working condition and income level.
Security is much more than what it
means. It is about laying ones trust and
safety in someone elses hand who is believed to be trustworthy and protective.
It is the feeling of sleeping peacefully
knowing that someone is there to fight
the danger posed to you. No wonder
security sector is the largest employer in
India after agriculture However, as the
sector is unorganized, it lacks skilled
and trained manpower and in turn the
employed manpowers potential isnt
optimally utilised. They are not completely trained to fight the challenges
posed to them.
To convert one of the largest employment intriguing sectors into an
organized one, Security Sector Skill
Development Council is surely filling
up the void by identifying the major
challenges faced by the private security sector especially vis-a-vis the man-

Skilled June 2015

power related challenges. This is being

done by developing National Occupational Standards, nurturing an implementation and quality framework for
skilling, recognition of prior learning
and lifelong learning. Today, everyone
wants to hire a skilled person. So, if you
have the occupational standards, good
curriculum technologies, well-defined
training process, quality assessment,
industry will definitely be interested to
hire good people with good knowledge,
says Singh. Thats what SSSDC is assuring the security sector of Skilled
manpower with good knowledge and
industrys acceptability.
SSSDC Success Story
Had skilling been the only factor the
Sector Skill Councils were concentrating on, the success rate would have
been half the set benchmark. The other
counterpart is to ensure the quality as
well. It is very important and therefore,
we at SSSDC have discussed to have a
special task force checking the operation of training provider and talking to
students at random, he says.
The deep understanding and vision of
SSSDC has got them to a long way of
training one lakh fifty thousand people
within three years. SSSDC has shown
a scalable modal of a sector skill council working successfully pan India. The
fundamental point is that we have very

17

sector

private security

SSSDC Objectives
Promote skill development of the
manpower in the PSS and narrow
existing gaps between demand and
supply.
Develop framework for upgrading
skills of Private Security Sector to
international standards.
Undertake research to identify future
requirements in training and skill
enhancement.
Initiate, carry out, execute,
implement, aid and assist activities
towards skill development in the PSS.
Develop skill development plan for
the PSS.
Determine skill/competency
standards and qualifications.
Plan and execute Training of Trainers
and assessors.
Promote academies of excellence,
formulate NOS for various job profiles.
Establish well structured Labour
Market Information System to assist
planning and delivery of training.
Setting norms and protocols for
affiliation and accrediation of training
providers and assessment agencies.
Identify skill development needs,
review international trends and identify
sector skill gaps and technology.
Undertake task of education and
vocational skill upgrades.
Facilitate in setting up robust and
stringent certification and accreditation
process to ensure acceptability of
standards.

18

strong industrial association and that is

Capsi. It is strong and well-knit. Top
2000 industry players are associated
with us. They understood and supported the idea and made SSSDC totally
industry driven. Finally, they are the
end users, explains Singh. Then we
have people from Army on board of
SSSDC, we got them as administrators
and trainers. We made major contribution towards making well-researched
and debated National Occupational
Standards which people were ignorant
about. And lastly, chose the best team
leaders and thats what make SSSDC
what it is today, he adds.
Well-debated National Occupational Standards (NOS). As SSSDC was
managed and led by Army personnel,
every task was seriously handled and
so was the task of preparing NOS for
security sector. As told by Singh, ini-

Skilled June 2015

tially there were 54 Job roles that were

released however, it faced resistance
from the industry and was asked to
concentrate on the critical Job Roles.
It took us more than one and a half
years to reach that stage of agreement.
The industry raised a valid point that
it is difficult to train for 54 job roles,

SSSDC Lead
Industry Partners
Premier Shield Pvt. Ltd.
Scientific Security Management
Services Pvt. Ltd.
Lancers Network Ltd.
G4S Security Services (India) Pvt. Ltd.
Eagle Hunters Solution Ltd
Checkmate Services Pvt. Ltd.
Tops Security Pvt. Ltd.

says Singh. Since the NOS has to be

industry validated, we tried to understand their point of view and ultimately
settled with seven job roles. This how
the NOS are well debated, thoroughly
researched and then brought to implementation, he adds. SSSDC also one
of the first SSCs to have initiated developement of NOS maped curriculum.
The Challenge
The biggest challenge here is to meet
the demand side. There is 30 per cent
shortage of manpower and the growth
rate is 25 per cent. The difference is
huge. On one hand there is problem of
unemployment and on the other hand
there is no manpower. The security guard job is lowest on pay-side. So,
somebody who is not getting any job
decides to become a security guard. It is
not a lucrative job and guards are treated as unskilled, explains Singh. We

are still fighting to give them the skilled

status. In some states like Punjab, Delhi, Haryana, Rajasthan and Gujarat,
we have been able to get them to semiskilled level which obviously impacts
their salary structure, informs Singh.
One of the major challenges is to
train the supervisors. Unless and until
there is a availability of trained supervisor, how can the quality of trainees be
assured? For this we signed an MoU
with Sardar Patel university of Police,
Security and Criminal Justice. We have
14 lakhs of supervisors to be trained
and the university saw a great opportunity in creating courses for them. So,
these trainers will be trained by SSSDC
and then certified by the university, explains Singh.
Focus Area
SSSDC has been in the journey of skill
development for more than three years

Skilled June 2015

and has achieved a lot. However, their

focus area in future will design the new
pathways for the ecosystem. One thing
is to set-up large number of training
institutes because seven million people who are already working have to be
certified. Now government must accept
our Recognition of Prior Learning proposal and once that is done, then huge
number of trainers and training institutes will be required. Then we will
need mass trainers, instructors and assessment bodies, explains Singh.
The skill ecosystem will only emerge
and develop once the trained workforce
reaches to the end point - employment.
With its sincere commitments towards
the trainees, trainers, training companies and employers, SSSDC is creating
a pathway with their continuous efforts
to transform the private security sector
of India.

19

interview

kunwar v singh

80% Trainees trained by SSSDC

are now employed
Skilled met Kunwar Vikram Singh, Chairman SSSDC to trace the
exciting journey of one of the first SSCs and their future plans

There is an ambiguity in some states regarding PSARA. They

are still not recognising Sector Skill Council certification.
What do you have to say about it?
When PSARA was enacted there was no national skill policy.
When national skill policy was announced, Ministry of

20

Home Affairs was not involved, it was a cabinet decision. But

nobody realised the impact of this act on the other sectors.
The initiators of this policy never though that there is Private
Security Industry being governed by the Ministry of Home
Affairs and they are the regulatory agency. This element was
not addressed.
So, when national skill council was formed and SSSDC started
making the occupational standards, we told our vendors that
we should be PSARA compline. PSARA is enacted by the
Parliament but Home is a state subject. Then PSARA was
sent to all the states and they made their own rules.
Modal rules were sent by the Government of
India but at the state level they had the
liberty to make changes in their
own laws. So, thats how
we have different rules
in various states. Now
the whole industry is
being regulated by state.
So state goes by its own
rule not caring about
sector skill councils.
This started a friction
between state and sector
skill councils.
How has industry responded to these 1 lakh 20 thousand
people who have already been trained by SSSDC?
When we started with SSSDC, I wrote to all my security
agencies that they should set-up their own small training

centres which they accepted. Now, 80 per cent of these 1.2

lakh people trained are by these security agencies. So, all
those people who have trained are already employed.
In India, entry level jobs are there in security but in retail as
well and the salaries are also the same. So, how do you think
security sector will attract people to work in it given retail
sector working environment might be better?
In retail sector, job requirements are entirely different with
different profile. At the entry level, a person will prefer to be a
security guard. It is because he gets to be in a uniform and he
has some authority over people. So with some empowerment
the social status becomes slightly different. In security sector,
every security guard is covered under pension and provident
fund schemes. This contributes to the sustainable growth of
the person. Also, people trust security guards.
Also, there is great deficit in the field of security in other
countries. That means there is a huge potential for India as
a source to other countries in security sector as the number
of security guards we have in our country is around seven
million which alone stands as an enormous number.
How do you think technology has the relevance in the skill
space?
It has a great relevance. To reach to the 7 million people to be
trained, we have to be technologically sound. These security

SSSDC Team
Kunwar Vikram Singh (Chairman)
Maj Gen D K Jamwal (Retd) (CEO)
Maj Gen Kuldeep Singh (Retd) (COO)
Brig SK Chatterji (Retd) (Master Trainer)
Col Sunil Kumar, SC (Retd) Addl Director (HR & Admin)
Col U S Rathore (Retd) Principal Standards
Col Harjinder Singh, Principal Training and Delivery

Major Achievements
QP/NOS formulated for 9 job roles and 2 job roles are in
process
Curriculum has been formulated for all job roles
Handbooks for security guards have been made in 9
different languages
More than 200 training partners and 5 assessment bodies
have been affiliated. These 200 training partners represent
over 400 centres across country
More than 1500 trainers and 500 assessors trained and
certified by SSSDC pan India
Almost 1 lakh 50 thousand assessed and certified
First LMIS by any SSC individually has been done by
SSSDC in collaboration with UK

guards are all the time at their post. They can use some kind
of device to educate themselves and upgrade their knowledge
base. The content is changing a lot and if this knowledge can
be imparted through technology then it will be boon. Even
in the area of assessment, technology is needed. Security is
lot about technology; guards need to understand the use of
devices like CCTV cameras, walkie-talkie, reporting system,
wireless connections etc.
What are your suggestions on National Skill Development
Policy structure in regard with security sector?
First is to give a skilled person his proper due/ wages. Person
who is working should feel rewarded. Second, they should
be given a place to live. This can be linked with housing
policy. Then third is career progression. All government
organisations should only accept people with certificate.
National Skill Qualification frameworks initiative to give
option to 9th class students of vocational subject given
the large number of drop-outs will deeply impact the skill
development condition of the country.

Skilled June 2015

21

interview
d k jamwal

Standardisation and quality, the

two hallmarks

Excerpts from interview with Maj. Gen. D K Jamwal CEO SSSDC

What are the major skills that SSSDC is working on

through its training partners?
Within the private sector, we are working on skilling and
upskilling of manpower like unarmed security guards,
armed security guards at first level. At mid level we have
General supervisors, CCTV supervisor and private security
officer and at the apex level, we have security officer and
assignment manager.
In addition to this, we are working on skilling of trainers
and assessors within the line of National Occupational
Standards.
We are also formulating National Occupational Standards
(NOS) for Cash & valuable in transit, private investigations,
fire services, and later on women safety and security equipment.
What have you done for the content standardisation?
NOS for all job roles have been formulated; consequently
formulated the curriculum for all job roles; handbooks for
security guards have been made in nine different languages;
handbooks for supervisor, trainers and assessors are in the
process of formulation; all the handbooks are rectified by
22

SSSDC, the content is aligned to NOS and PSARA 2005

(wherever applicable).
How can you enhance SSSDCs working with industry partners?
To do that, it is necessary to ensure standardisation and quality. These are two hallmarks. It is essential that both the service providers (industry partners) and principals (industry)
start insisting on manpower which is certified.
More than 80% of the existing workforce (7 million) is not
suitably trained or certified. They must be assessed through
the RPL method assessment.
How has been the acceptance of Sector Skill Councils in
comparison to PSARA 2005?
With Govt. notification, SSCs have recognised as official
certification body like Central Board of Secondary Education, State Boards for Secondary education.
PSARA came before the organised skill development ecosystem took shape in the country.
The grey area in PSARA 2005 is that there is no third party
assessment.

Skilled June 2015

Skilled June 2015

interview

rajeev sharma

Towards a skilled
security workforce

Focus on skilling and a concrete action plan of the

largest employer of the Private Security Sector in India

or any system to operate

efficiently, the demand and

supply relationship has to
be built and nurtured. In the skill
ecosystem the two such counterparts
are training providers and industry
partners. On one hand where industry
is in need of trained and skilled
manpower, training providers are
syncing their processes with industrys
demand. Ultimately, the industry is the
end user.

24

Skilled June 2015

When a finely chiselled product is successfully honed by the

user, the process of resource-building gets completed. Therefore, it is important to know what the industry requires. The
largest company in the private security sector in India is G4S
Secure Solutions employing over one lakh fifty thousand
people. How G4S is catalysing this growth process is something interesting to witness. In our interview with Rajeev
Sharma, Managing Director, G4S Secure Solutions, we talked about G4S, its growth, skilling for the private security services sector and Indias skill ecosystem. It is now expanding
its scope of business from Private Security Sector to Facility
Management where it already employs over 10,000 people.
G4S is the leading global security solution company which
traces its history back to 1900. Over the century, it has built
remarkable image as far security services and solutions are
concerned. G4S India was founded in 1989 and today has
more than 130,000 employees with 8 hubs and a network
of more than 160 branches pan India. Its clientele is spread
over varied areas like Retail, healthcare, IT, Infrastructure,
banking, communication, aviation, hospitality, diplomatic
missions and embassies and residential. It has made its mark
worldwide with 657,000 employees operating in more than
125 countries.
How do you see an effective skilling ecosystem can contribute to your business growth?
One of the key challenges that faces the private security industry today is the availability of quality manpower at the
locations where it is required. Further challenge is that the
manpower has to be mobilized from the rural areas where
effective skill building is yet to take off in a major way. An
effective skilling eco-system needs to harness this huge manpower resource, build effective skill building incentives and
provide them with placement opportunities; a critical factor
thats been missing so far to help the skilled individuals transition from the training to careers. If this happens, itll help
the industry to retain skilled individuals.
What are the existing skilling interventions that you have
for your entry level, supervisory and managerial team members?
We run a Basic training programme for the guards as speci-

fied by Private Security Agency (Regulation) Act (PSARA).

Apart from this there are specialized trainings and on-site
training. For the supervisors, we run an extensive modular
training programme which is spread over 12 14 weeks. We
are also conducting regular MDP sessions for our managers. These programmes are focused on not only providing the
functional skills but also on inculcating and developing the
leadership potential of the individuals.
What are future skilling plans for existing and new mapower
specially at entry level?
We want to ramp up the level of training for our employees
at all levels and incorporate technology in a big way into our
learning processes. We are upgrading and increasing capacities of our training schools across the country. We have plans
of participating in the skilling initiatives with the government to contribute to the overall growth of the society. We
plan to create more than 15000 new security jobs across levels
this year and this will mean that we have to provide a major
thrust to our skilling initiatives.
How are you involved in your Sector skill council (SSC)? Do
you think the sector skill councils are adding/ will add value
to the Indian skilling ecosystem?
We have been an integral part of SSSDC right from its inception. G4S has been a key player in formulating, validating
and implementing the NOS (National Occupation Standards) for the industry. We have also trained our guards under the STAR scheme which was being run by the SSSDC.
G4S is currently on the board of the council.
What are the other value additions SSCs can make?
SSCs are doing well considering the fact that they are still in
their infancy. That they have formulated and implemented
the NOS for the industry speaks volumes about their diligence, competence and commitment. The SSCs have a big
role to play primarily in running the Skills initiatives across
the country. Currently only about 2% of the total Indian
workforce has undergone any level of skills training. I feel
that the SSCs can play a bigger role in taking up the challenges that face the industry and interact with the regulators
to find solutions. They also have to play a bigger role in the
skilling initiatives being run in various states.

Skilled June 2015

25

interview

rajeev sharma
What role do you think skilling can play in making India a
large and succesful Global economy?
No economy can grow without having a competent workforce. And competence is directly proportional to the skills.
India is among the young countries of the world and has
the largest working population in terms of demographics but
this alone is not enough. This workforce has to be made productive by providing them with the right set of skills. Without adequate investment in skills, people languish on the
margins of society, technological progress does not translate
into economic growth and countries can no longer compete
in an increasingly knowledge-based global society. In short,
skills have become the global currency of 21st-century economies. But this currency can depreciate as the requirements
of labour markets evolve and individuals lose the skills they
do not use. For skills to retain their value, they must be continuously developed throughout life.
How do you think technology can be a leverage in the Private security sector ecosystem?
Technology is growing in every field of life hence, also in
the private security industry. With the growth in economy
comes the challenge of availability of sufficient and efficient
workforce. In todays business environment the key questions
are consistency, efficiency, profitability and innovation. This
can be achieved through greater use of technology. Private
security industry has constantly innovated to incorporate
technology in order to provide better service, what is needed
is for us to embrace it. A change of mindset is required to
make technology play a greater part in the Indian security
industry.
What are the major Corporate Social Initiatives your organisation undertakes? How do you think vocational skilling can effectively be integrated with your CSR offerings?
From the very start of our operations twenty five years ago,
G4S India has been setting standards with its CSR initiatives.We seek to enhance value creation in the society and
in the community in which we operate, through our services, conduct and initiatives, in order to promote sustained
growth for the society and community, in fulfillment of our
role as a socially responsible corporate. Some of the initiative

26

G4S Overview
G4S is the leading global integrated security company
specialising in the provision of security products, services
and solutions.
Founded in 1989, G4S India is the leading security solutions
group in the country. The company today has more than
130,000 employees with 8 Hubs and a strong network of
over 160 branches spread throughout India. Besides its
core business of Secure Solutions, Facilities Management,
and Security Systems, G4S offers a range of services
including; Training, Event Security, Security Consultancy
& Risk Management, Central Monitoring Services, Fire
Audit, Recruitment & Placement and Garment/Uniform
Manufacturing.
G4S is proud to have an impressive clientele in various
sectors including business process outsourcing, retail,
healthcare, infrastructure, IT, banking, diplomatic missions
& embassies, residential, hospitality, communication and
aviation.
G4S India offers a range of services which includes:
Secure Solutions
Secure Systems
Facilities Management
Garment Manufacturing
Recruitment & Placement
As a worldwide security solutions provider, G4S operates in
more than 125 countries. We manage a workforce of nearly
657,000 employees worldwide.
taken up by G4S under CSR are Tihar Creche - G4S India supports running of the Tihar
Creche located within the womens prison at the Tihar Jail,
New Delhi (for the children of prison inmates) by sponsoring their education, uniforms, food, regular health checkups,
outings, games, music, story telling, cartoon/inspiration movie andnutritious food, so that these children have a fair opportunity to grow up without the stigma of (their mothers)
imprisonment as far as possible, while they still live behind
bars alongwith their mothers.
G4S Shiksha School - G4S India supports a primary school
for the Underprivileged Children in one of the largest slums

Skilled June 2015

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in the National Capital Region. The school presents to these

children an opportunity to shape their future constructively.
Shiksha doesnt restrict itself to merely provide education;
it also offers associated amenities like mid-day meals, books,
uniforms and school bags.
Cansupport - G4S extends a helping hand to Cansupport
by providing medicines every month for the treatment of
patients in need and free transportation to patients for their
regular checkups in hospitals.
Grant Govan Memorial Homes (old age homes) - The Grant
Govan retirement homes were created some 60 years back,
officially inaugurated in October 1940 by the Marchioness
of Linlithgow, wife of the then Vice Roy. G4S maintains
the infrastructure of Grant Govan Homes and also provides
security and facility services for the residents. We also raise
funds by organising various charity events e.g. Grant Govan
Coffee Morning with much enthusiastic
participation from G4S employees, diplomatic societies, embassies etc.
CSR must mandatorily include vocational skilling in some form or the
other. As the old adage goes, if you
teach someone to fish, you have
taught him to feed himslef
for life. Meaning if you can
develop the skills of an
individual and provide
him with an opportunity to compete
in the job market,

Awards and achievements

G4S India Conferred the Security Knowledge Award
G4S India awarded as the Company of the Year - Security
Services by Silicon India, leading magazine
G4S has been selected as one of the Best Companies to
Work For in India by Business Today
Launch of G4S 4teen sports program in 2007 to support
14 athlete across India

G4S CSR initiatives

Child Welfare
Partnerships with NGOs
Supporting Sports
G4S 4teen
Renovation of Historically Significant sites
Senior Citizens
Caring for Animals
Environment
G4S India is an organisation with a clear social vision.
They look at the world beyond business operations
and our role stretching beyond mere business
considerations into demonstrating serious corporate
social commitment.
you have not only contributed to the individual growth but
also to the societys growth in general. There are different
models that can be adopted but the one I see most effective
is that all the major corporate houses must mandatorily partner with the government and commit to building skills and
providing jobs. The government machinary on its part must
facilitate the process so that the corporate houses can do this
effectively and effeciently.
What are your future expansion plans and how many additional people will you hire over the next 5 years?
The industry is expected to grow at a CAGR of 25% over
next 5 years and G4S aims at similar growth. In order to fuel
this growth, we have defined road map and execution plan to
create 50000 skilled jobs across the country.
If you were to give five suggestions on structuring the National Skill Development Policy, what would they be?
Incorporate vocational training as a part of formal education
Convert skills into jobs and growth
Address skill needs of an individual throughout the lifecycle and not just at entry level
Prioritise investment in developing scarce skills with higher demand value
Activate skills supply provide forums for skilled individuals to get and take up employment

Skilled June 2015

29

training partner
il&fs slills

Setting benchmarks in vo

The journey of a financial and infrastructure services company to set

skilling company of India

onsidering the current skill ecosystem scenario in India,

there are millions of employable youth in the country

but there is a need to train and skill these youngsters.
How a training company like IL&FS has set-up so many
benchmarks which the skilling companies are now following?
We interviewed RCM Reddy, Managing Director & CEO,
IL&FS Education and a former IAS, to get an insight on
Indias developing skilling ecosystem.

30

Skilled June 2015

The skill development area is not only

witnessing an exponential growth but
is becoming an integral part of our
economy - integral because only skilled
workers can boost our economy graph.
Therefore, skilling the workable population is one of the most crucial tasks our
government today aims to do. Currently, India is like a potential ladder, young
and skilled manpower are willing to

ocational skilling

tup the most successful

years back and in this short span it has

skilled lakhs of people across the country. While we were providing financial
and infrastructure services, we realized
that there is a need of skilled manpower and thats how IL&FS Skills came
into being, says RCM. IL&FS Skills
currently has a network of 38 IL&FS
Institute of Skills (Hub) and 250 +
IL&FS Skills Schools (Spokes). It has
worked with different learner groups
and provided them training even in difficult geographies and conflict zones.
However, the skill development scenario has much more to it than what
it seems to be at the periphery. The
challenge lying on the shoulders on
the training companies is huge. Today
the most critical thing that India needs
is employability and capability of the
youth. The aspiration of youth is very
high. It is important to provide them
with sustainable means of livelihood
climb it to reach the top. In this evolv- but such opportunities are not possiing pool of skilled manpower and pro- ble without them having employable
vision of sustainable livelihood, training skills, says RCM. The youth is the
companies are the most important part driving force behind the economy and
to make the economy grow, it is imperof the skilling ecosystem.
Training companies are like a bridge ative to empower youth.
The initiative proposed and began
between unskilled employable manpower, their training and employability. by the previous government is being
One such company, IL&FS entered fuelled by the current government. To
the field of skill development eight streamline the work and take care of the

Skilled June 2015

functioning of different bodies working towards the skilling task, a specific

ministry has been set. In past 6-7 years,
skill building has become mainstream,
a national agenda. The governments
emphasis on it is clear and appropriate,
says RCM. There are large numbers of
private training provider being incubated by National Skill Development
Corporation (NSDC) and government
vocational training system is being
modernized, he adds.
However, the challenge is much
more complex. Though, the ecosystem is evolving, it needs consolidation
and clarity. Significant work has been
done, considerable ground has been
covered and elements of skill ecosystem
have been created, now there is a need
to connect these dots and articulate
the skill development story for people
and stakeholders, explains RCM. The
articulation has to be converted into a
coherent strategy backed by a specific
action plan, program and framework to
measure the outcomes, he adds.
Training Providers Future Prospects
As there is a huge responsibility on
training providers, there is also a need
for them to evolve and build competencies. The need is to have deeper understanding of a sector. In my view, there
is a need of more specialized training

31

training partner
il&fs slills

IL&FS Skills: Major Achievements

1.5 million people trained
49% of trainees are women largely from backward districts. They are
employed in organized sector such as textile & apparel, garment, hospitality,
health, retail etc
57% of trainees are school drop-outs. For many, a skills certificate issued on
successful completion of the training is a first formal which opens up avenues
for career progression
85,000+ trainees, particularly from Tribal and SC/ST community, belong to
83 Left Wing Extremism (LWE) districts in 9 states. The job linkages ensure
immediate improvement in their social and economic condition
11,600+ trainees have been mobilised from 21 districts of J&K, who
now work with employers within and outside the state. Their economic
independence has motivated other young people towards skill based careers,
addressing the issue of unemployment
9,500 + trainees from difficult regions of North East have undergone skill
based training, overcoming issues of access to quality training
2,000+ Persons With Disability (PWD) have been offered specialized skills
training for mainstream industries such as Textile, IT/ITES and Retail

agencies because jobs are sector and

company specific. For example there
is a specialized engineering and construction training provider, the engineering and construction industry will
have greater confidence in the specially trained manpower than in a general training provider, says RCM. This
will happen when the existing training
providers will reorganize themselves on
these verticals and deepen their understanding of the sector, he adds. Talking
about IL&FS functioning on these
grounds, he says, to work on this, we
at IL&FS, which is a general training
company, are trying to building speacialised academies like Academy of Fi-

32

Awards and Recognition

Best Training Partner for 2013-14, National Skill Development

Corporation (NSDC)
Best Training Centre, National Skill Development Corporation (NSDC)
Best Financial Model, National Skill Development Corporation (NSDC)
FICCI - UKIBC Best Bottom of Pyramid Skills Provider Awards 2013
McKinsey & Company has recognized IL&FS Skills training model as

one of the global best practices

Asian Development Bank (ADB) featured us as one of the best PPP

models in Skills Development in South Asia

Skilled June 2015

nancial Services, Academy of Apparel

Sector Skills, Academy of Hospitality
etc. The moment we have sectorial focus, we can go on building levels. Currently the training programmes done
are of level one or two, if we need to
reach beyond we have to build sectorial
competence.
Success of IL&FS
IL&FS, the finance and infrastructure
powerhouse has been a front runner
in creating unique public private partnerships, the learnings from which it
is now replicating in the skills space.
to empower the youth. IL&FS Skills
as a company has an inspiring success

graph. On talking about the companys

success and its attribution, RCM says,
The reason why IL&FS Skills has
been able to do what it has done so far
is its deep connect with the employer
industry. We looked at skilling as a service to improve industries competitiveness and thats how industries starting
accepting such a skill programme. Explaining further, he adds, We develop
strong domain competence by putting
professionals from the field to run the
programme. The other factor is innovation in use and development of content
using multimedia. Our delivery format
which is geographically widespread and

Skilled June 2015

aspirational also worked in our benefit

and last but not the least, we as a group
believe that skilling is important to our
infrastructure service as well.
Undoubtedly, the training providers
like IL&FS has worked in the benefit of the people of your country. Their
future plans and strategies seem to
energise the current and future skill
development landscape. They have a
time tested vocational skilling model
and specialized professional to work
on it. With its commitments towards
building social infrastructure, IL&FS
is working towards empowering youth
and making a skilled India.

33

interview
rcm reddy

Need for institution like NSDC

at the state level

Excerpts from an interview with RCM Reddy, Managing Director

& CEO, IL&FS Education and a former IAS, to get an insight on
Indias developing skilling ecosystem.
level. Institutional arrangements need to be put at the state
level. We need to have corresponding institutions like NSDC
at the state-level.
Second, we need to work very actively on standards and
certification. It is important to know to what standard
the manpower is trained, what its relevance in terms of
employability is and who accesses, measures and certifies
that a person is trained to that standard. In my view there is
a need to bring Sector Skill Council and organisations like
National Council on Vocational Training in the form of a
common unified national standard.I would like to call it,
National Council of Standards and Certification. It should
act like a Regulatory body for SSC, NSDC as far as standard
and certification is concerned.
The third thing is rationalisation of government funded
schemes in a manner that more difficult and complex
trainings get higher amount. More difficult areas you reach
like backward or naxal affected areas and such difficulties
are appropriately recognized and incentivized. There should
be a differential structure to support skill development
programmes by recognizing the sector specific needs and
geography specific training needs. This funding criterion
What are your views on the new skill policy to be developed? should be followed by all the ministries and even at the state
First of all, capacity building of the states needs to be done. level.
More and more skill development should happen at the The fourth aspect the skill ecosystem needs to address is the
state level. State should take the ownership because state is industry participation. Industries need to actively worth with
different in terms of economy, geography, demography, skills skill ecosystem in terms of developing standards, premium
opportunities etc. Currently states have limited understanding pay scale for skilled persona and his career progression. The
and capacity to design and implement a strong vocational industry should articulate to training companies the skill
skill system. Those capacities need to be built at the state- standards they need and then those trained to that level are

34

Skilled June 2015

recognized in terms of recruitment and pay structure.

The training providers have to develop deep and specialized
understanding as the jobs are sector specific. Industries who
will be recruiting will have greater confidence in specially
trained person rather than generally trained.
Lastly, trainees career progression and growth is of
paramount importance. We need to map the aspirations
of the community, mapping aspirations of the potential
trainees, aligning their aspiration and expectation with jobs,
counselling them appropriately. Jobs are there in developed
areas and people migrate so massive low cost housing for
such people should be enabled by government.
What do you have to say about the acceptance of Sector
Skill Councils as far as certification is concerned?
First of all it is too early to judge SSC performance.
Directionally the initiative is right. It is absolutely right to
design a system where employing industry articulates their
skills standards and also take responsibility of propagating
those standards. In terms of acceptability, the process is
relatively slow but it will pick up in a period of time once
they will complete the exercise of creating more NoS and
QPs and start implementing them.
Dont you think large scale training for wage employment
will usher large scale urbanmigration putting an additional
pressure on already over-pressurised urban infrastructure?
Migration is not bad, in fact it is aspirational. It is the
movement of people in search of opportunities but
it shouldnt be an out of uninformed factor to choose

Suggestions on Skill
Development Policy
1 Capacity building of States
2 Work actively on standards and certifications
3 Rationalisation of Govt. funded schemes
4 Enhance industry participation
5 Concentrate on trainees career progression and growth
6 Low cost housing should be enabled by the Govt.

livelihood. If its on account of push factor not pull factor,

then it is difficult to sustain such migration. We need to
work on a balanced approach means industry should go to
places where people are there but employment doesnt exist.
This industry dispersion has happened before. For example,
consider Orissa, I cannot understand why an apparel industry
cannot be set-up in Orissa. Why Orriya people migrating
more on account of push factor because there are no jobs. Its
desperate migration even for Rs. 6000. So we, consciously,
need to set-up employment-intensive industries in such areas.
How do you think a robust skill development ecosystem can
support the Make in India visionof the Prime Minister?
Setting up industries in areas which people desperately leave
should be co-terminus with the skilling agenda. Skill India
and Make in India go together. You cant have skill India in
backward areas unless you have Make in India there.
Why did you decide to leave a highly successful career as a
Senior IAS Officer to work in the educational and skilling
space? How has been your personal experience of working
in this space? How does your family cope with your busy
schedule?
I came on deputation to IL&FS to start the social sector
programmes. Once I saw the initiatives that I launched,
the clusters and the skills becoming scalable and globally
recognized modals, that gave confidence and courage to me
to leave IAS and devote full-time to this. I believe that three
Es agenda education, employability and employment
appealed me. We join IAS with the objective of contributing
meaningfully to the society and that I am doing here. As an
IAS, you have an ability to connect with people, ability to see
the developmental impact and sustainability. I saw something
very similar in 3 Es agenda. This is how interest matched.
Lastly, IL&FS is an institution which gives freedom to think,
design and operate.
My family has always been very supportive. I am fortunate
to have understanding wife and children who have always
supported me with whatever I believe was right to do whether
it was my IAS initial years and posting at difficult areas like
Tripura. She has seen me working in such areas and thats
how equation was set.

Skilled June 2015

35

the different one

noida deaf society

Soundless skilled heros

emotions and aspirations, likes and dislikes, so this is a very special place for all
of us, she adds.
Her society trains around 650 people annually from across the country
Aptly describing the belief of the or- and though she seems happy about it,
ganisation Deaf but not dumb, Ruma she says, it is futile to talk about detalks about how and why children at velopment and equal opportunities
NDS feel attached to the organisation. when this one part of the society is not
Imagine if you can just see the move- even given an equal right to education.
ment of mouth but unable to hear any- With brightness in her eyes, she talks
thing, what will you learn? You listen to about how at NDS each and everyone
your parents, friends and teachers and is involved in all the activities and dethats how you absorb knowledge and cisions making. This is how we named
propagates learning. It is not the same it Noida Deaf Society because the first
with deaf children, explains Roka. But five children I taught suggested that we
at NDS, they are able to ask questions, should be proud of our geographical
get answers, express themselves, their area so it should be Noida Deaf Society.

hat sunny March morning was like any other day for

Ruma Roka when she was running from pillar to post

put everything in place for aspiring hearing-impaired
people she is training.
While altering her schedule for next
half an hour, she talks about how she
always wanted to do something of value. I feel Noida Deaf Society (NDS)
is definitely doing something of more
value than the general schools. Here
you will see everything happening in
sign language, even trainers are deaf
and teach in sign language through visuals and therefore this place becomes
all the more special, says Roka, Founder and General Secretary, Noida Deaf
Society (NDS).

36

Skilled June 2015

Everything here is done in consultation

and communication with deaf people,
explained Roka. I never allow anybody
to talk to them in a patronising manner
because all these people are sharp people. This helps them to take ownership
and charge of themselves and their life,
she adds.
Can development happen by excluding one part of the society? The answer
is yes but wont it be lopsided development? At NDS, we do not say no to
anyone for anything. Here people feel
like adults where they are asked what
they want to do, they feel accepted and
valuable. They are made to feel of use

here, she says. The challenge is not only

the exclusion they suffer in the society
but even in the family. It is difficult to
convince parents to realise the value of
their impaired child. One of the key
challenges is to convince parents of a
deaf child, specially a deaf girl child, to
send their child to the centre. It is very
common to see parents saying, Ki yeh
toh viklang hai Ruma Ji, yeh computer
seekh ke kya karegi. Isse kaho khaana banana seekhe, aap yeh cookery classes kyun
nahi chalate?, says Roka with certain
disappointment regarding the insensitivity parents have towards their child.
However, such challenges do not dis-

Axis Bank came up with

the EMBRACE program
that seeks to integrate
Persons with Disabilities
(PWDs) into the main
fabric of the Bank.
Accordingly, 14 students
from Noida Deaf Society
(NDS) were selected to
join in various job roles
in the Bank - both as
staff of the Bank as well
as outsourced staff. The
most important outcome
of this engagement has
been the sensitization
of our colleagues in
the unit towards the
productive potential of
these individuals which
is otherwise grossly
underestimated. We are
very happy to be associated
with Noida Deaf Society.
K Anil Kumar
ET & CEO - Axis Bank
Foundation

At NDS, we do not say no to anyone for anything. Here

people feel like adults where they are asked what they want
to do, they feel accepted and valuable. They are made to feel
of use at where they are.
Ruma Roka
Founder, Noida Deaf Society

Skilled June 2015

hearten her but make her thrive to do

much more. I do not say anything to
them and just ask them to visit the centre once. They come and see all these
active and talented people around. In
fact they see the difference in their child
after he/she spends some time with us
and then they appreciate it, she adds.

37

the different one

noida deaf society

For this, teachers can be put through

sign language training to further teach
the children. I also suggest developing
a separate deaf-centric ecosystem like
opening up of a section to develop sensitisation about a community which is
visually or hearingimpaired. When
both, children who can hear and who
cannot, are studying in the same building, gaining same level of education
and then inclusion can happen while
There is no doubt that development performing activities like art & craft,
leads to progress and a trained and PT etc. It is like setting up a differworkable resource leads to develop- ent ecosystem for them, she suggests.
ment. A disabled person is not a bane Brimming with energy, she makes a
to the society but a potential contribu- valid point and says, that this will
tor to the countrys economical growth. make other children to feel proud of
It is nice to see that the Government is their hearing-impaired classmates from
waking up to this fact but before skill- whom they can learn sign language
ing the hearing-impaired youth there is which is quite cool. She also suggests
a need to change the scenario of their teachers teaching at the deaf school to
education. These children spend 10-12 go through proper training in sign lanyears in school gaining so little in terms guage. After the deaf person reaches to
of education, Roka says. How can you a level where he can absorb vocational
reach and teach the community who knowledge, then talk about vocational
cant hear through speech? she asks.
training and skill development, she exSuggesting the basic way out, she plains.
says, that it is important to use IndiWhile showing around the small
an sign language for the training and space they have set-up for the traineducation of hearing-impaired people. ing, she explains how it is important to

Skilling is of no use if it
does not reach to the end
point that is employment.
On policy, there should be
skill mapping for typical
job roles for hearingimpaired people in the
industry

38

Skilled June 2015

When both, children who

can hear and who cannot,
are studying in the same
building, gaining same
level of education and then
inclusion can happen

develop above mentioned elements at

policy level. Then she comes to one of
the most important point and that is
employability of such trained people.
The skilling is of no use if it does not
reach to the end point that is employment. On policy, there should be skill
mapping for typical job roles for hearing-impaired people in the industry,
she explains. Looking at the children in
classrooms learning their specific subjects, she tells how they have managed
to get over thousands of their children
employed in places like Costa Coffee,
Big Bazaar, Vishal Mega Mart, KFC
and even in IT companies and Banks.
Roaming around her centre, talking
and greeting every student, every trainer she meets on her way, ensuring if everyone is doing his respective work, she
talks about NDS being one of the happiest places for her and for the children.
I am like a drop in the ocean and I fear
at times that this drop may evaporate
and therefore there is so much to, she
concludes with smile and confidence of
bringing a change in the society. The
path may be long; the dedication she
portrays is incredible.

Usha Kumari

Team Member, Dominos Pizza

I am what I am only because of

the training and opportunities NDS
gave me.
Usha Kumari was an eager learner who
always wanted to find a place for herself in the society. A place where she
can be proud of her achievements and
herself. The highest education offered

by her school was senior secondary, so

she completed that but after that she
was clueless about what to do next. She
knew where she wanted to be but had
no idea how and what to do to achieve
it. Through her fellow students at school
she learned about Noida Deaf Society
and the vocational training provided
by them. She asked and convinced her
family to take her to NDS and eventually she joined NDS.
After that her life completely
changed. She learned Indian Sign Language, English and Keyboarding skills,
HospitalityTraining at NDS. During
that time she got to know that many
of the students from NDS were getting
place in retail industry. When she explored and questioned her fellow students who got placed with different

retail outlets about the work culture,

she felt that she had found her calling. She then discussed her aspiration
of working in retail industry with her
teachers and parents. After seeing the
motivation and eagerness she had, they
decided to support her. So when new
openings came through in hospitality
industry at NDS, she was placed. She is
now working with Dominos Pizza as a
Team Member.
Since she comes from a middle class
family with limited income, she feels
proud to be able to contribute in her
familys income. In words of her father
She is living a respectable life which I
never ever believed that a deaf person
is capable of. NDS showed her a new
way to life, a drive to her dreams. We are
proud of her.

Vishu Kapoor

IT Service Desk, Mphasis, an HP Company, Pune

Vishu Kapoor came to us as an extremely withdrawn, angst ridden young
man with no communicable language
and a mother in despair. She just wanted him to be out of the house for some
time so that she could get breathing
space. It was a huge challenge to train
him; he was even expelled once for bad
behavior. But as he learnt sign language
and began to express himself, he grew

in confidence and figured he liked

working on the computer. It took us a
year and a half but Vishu cleared the
basic IT exam and was taken for an
interview to Mphasis, a well known
BPO Company. He not only cleared
the technical tests but is now winning
awards for being best employee and is a
shining example of how given the correct environment Deaf are not Dumb.

Skilled June 2015

I thank NDS for helping me with a

job. I am very happy. I have grown
in my work and received an award
for best performance. My family is
very proud of me

39

the different one

noida deaf society

Name
Founder
Founding Year
Training Centres
Work Area
People Impacted

Noida Deaf Society

- Ruma Roka
- 2005
Jaipur, Hisar, Jammu, Noida and Delhi (Civil Lines)
Skilling and Getting Employment for the Deaf
4500+

The skilled and employed country is an

ideal image we have created for future
India. But can this image everbe completed if only a part of society gets employed? The answer is no. There are sections of our society which might not be
completely able but more than willing
to work and earn their own livelihood.
One such section is of people who
are hearing-impaired. They might have
got a disability but have a greater ability to convert the weakness into their
strength. This has practically been done
and proved by an organisation called
Noida Deaf Society.
Noida Deaf Society (NDS) was
founded by Ruma Roka who once was
a homemaker but now finds solace in
training thousands of hearing-impaired
people. At a stage of her life when she
40

was looking for a meaningful mission

to go ahead with, she came across a
newsreader on Television who was
using sign language to put across the
message. She then decided to learn
sign language and this stream brought
her in contact with people suffering
from hearing impairment. Since then
she has been working for and with this
population. To give her mission a desired shape which she thought of, NDS
came into being in 2005 in Noida. Today, the organisation is credited of impacting 4500 students and thousands
of families through them.
There are certain constraints of the
Deaf and trainers at NDS understand
that. Therefore, their aim is to focus on
their abilities to bring out the best in
them. This is done through several vo-

Skilled June 2015

cational programmes running understand NDS which helps developing a

skill in the person leading to a meaningful employment. Some of these programmes are Indian Sign Language,
Hardware & Networking, MS Office
and Networking, Mobile repairing,
Beauty Training etc.
It is not about finding a different
mission to work on; it is all about
working on a mission differently. It is
not what you can take from life, it also
about what you can give back and how.
Some people realise this and stand up
to try to make this world a beautiful
place .
India needs many more organisations
like the Noida Deaf Society to make a
truly Skilled India for all of us.

jobs

Employment opportunities for

making a skilled india

Position: National Placement Head

Location: Delhi
Description: Industry collaboration with the
objective of placement of all students trained
through various vocational courses under
Govt. Skill Development Projects.
Position: State Project Head
Location: Chattisgarh - Raipur
Description: Managing operations & execution of Skill Development Projects at State
Level with complete P&L responsibility.
Position: Center In-charge
Location: Bihar, Chattisgarh, Haryana, MP,
Odissa
Description: Community & Student mobilization, Managing Center operations, Liaison with
Govt. Officials, career counseling and student
placements.
Position: Skill Instructors
Location: Bihar, Chattisgarh, Haryana, MP,
Odissa
Description: Conducting class room training
on various skill development courses like Telecom sales & service, Retail, Hospitality, ITES
etc.
Position: Settlement Executives
Location: Haryana
Description: Supporting the State Placement
Officer in various activities related to student
placement.
Contact:
Mr. Kundan Ganguly AVP HR
E: kundan.ganguly@centunlearning.com

Position: Chief Operations Officer

Location: Gurgaon
Description: A4e India is looking for a Chief
Operations Officer to provide operational
leadership and to ensure efficient delivery of
quality solutions to learners, employers and
partners on scale. The position will be based
out of Gurgaon and the COO will report to
the Managing Director. Significant travel, prior experience of leadership in an operational
position and excelled communication skills in
English and Hindi are required.
Position: Head of Training
Location: Gurgaon
Description: Reporting to the Managing
Director, the Head of Training will lead and
manage the training function of A4e India.
The Head of Training will be responsible for
ensuring training quality and that the desirable
learning outcomes are met and to help design
effective pedagogies that can be adopted on
scale. The position will be based out of Gurgaon and will require significant travel, prior
experience in training/education and excellent
communication skills.
Contact:
Ms. Ghazala Mahmood, Manager HR
E: gmahmood@a4eindia.com

Position: Language Editor

Location: Delhi
Description: Have to edit the content produced and make sure the it is error free and
according to format of the company.
Position: Content Writer
Location: Delhi
Description: The candidate will be responsible to produce fresh content as and when
required on any of the training modules to be
formulated/ or any other content.
Position: Training Manager
Location: Delhi
Description: Supervising Training across
India.
Position: Instructional Designer
Location: Delhi
Description: Need to create and deliver educational training materials (e.g., eLearning
courses, videos, manuals, handouts, etc.)
Position: Developer
Location: Delhi
Description: Well conversant with Articulate,
Flash and other common web/ mobile based
E-Learning development softwares
Contact:
Ms. Anamika Sen, Manager HR
E: hr@unifiers.in

You can write to skilled@unifiers.in for placing job openings of

your company in the next issue of Skilled.

Skilled June 2015

41

skilling news

Government needs 6 lakh

crore in next five years for
skill development plan:
Rajiv Pratap Rudy

Rajiv Pratap Rudy, Minister of State

for Skill Development, shared governments requirement for Indias skill
development mission at an event. The
government would need a huge Rs
6 lakh crore in the next five years for
training programmes to make people
employable, Rudy said at the launch of
mass mobilisation campaign for Pradhan Mantri Kaushal Vikas Yojana on
Thursday, 18 June 2015. Countries
which have high skilled workforce have
high per capita income. Education is
important but 12 years of education will
not make you employable but 12 weeks
of skill training will. We are now integrating it with education which should
have done years ago, he said as quoted
in The Economic Times. We are planning to launch National Skill Mission
on July 15 which is National Skills Day
This will be one of most ambitious programme, he added further.

The training will also include soft skills,

personal grooming and good work ethics sessions. Trainees will also be given
monetary reward of Rs. 7500 - 12500
(per trainee) after assessment and certification by third party assessment bodies.
As per the guidelines, 1120 crore is
allocated for skill training of 14 lakh
youth, 220 crore rupees for recognition
of prior learning, 67 crore rupees for
awareness building and mobilisation
efforts, 150 crore rupees for training of
youth from the North-East region and
67 crore rupees for mentorship support
and placement facilitation for trainees.
Monitoring of the training program
will be done by sector skill councils and
state governments. Grievances related
to implementation of the scheme will
be addressed by grievance redressal system.

Skill Development Institute to be set-up with

Chinas help

China to help Gujarat in setting-up a

national level skill development institute under the MoU signed between
PMKVY gets approval
the Ministry of Skill Development
The Union Cabinet, on 19 March 2015, and Entrepreneurship of India and
has approved Pradhan Mantri Kaushal the Ministry of Human Resource and
Vikas Yojna (PMKVY) with 1500 crore Social Security of Peoples Republic of
rupees outlay. PMKVYs objective is to China on Friday, the second day of the
impart skill training to youth focusing visit of Prime Minister Narendra Modi
on class 10th and 12th dropouts and and Chief Minister Anandiben Patel to
new entrants.
China.
The programme will be implemented The institute will be set-up either in
through National Skill Development Gandhinagar or Ahmedabad. It is will
Corporation (NSDC) partners and will be one of its kind in India. The idea is
cover 24 lakh persons. The training will to promote skill development and enbe based on National Skill Qualifica- trepreneurship for creation of more jobs
tion Framework and industry standard.
42

Skilled June 2015

in coming days, Vijay Rupani, Labour

and Employment Minister, Gujarat
told HT Mint. It has been signed given
the special emphasis of Modi Government on promoting Make in India.

States get involved for

Joint Skill Development
Vision

Skill Ministry has now involved states

to implement their skill development
initiatives to bridge the gap between
planning and implementation. A meeting of all states and union territories
ministers and official was called in the
first week of May where everyone will
share the ground level experience.
Since states understand the local employment requirements and aspiration
of the youth, this effort is made to prepare the skilled manpower as per the
local needs. For instance, Gujarat will
give a presentation on rural skilling,
Chhattisgarh will discuss on its livelihood college scheme. Rajasthan, Meghalaya and Kerala are among others
to share their experiences. Orissa will
share about skilling of tribal communities. Himachal Pradesh and Uttrakhand will share about skilling for hilly
terrains.
Training done according to requirements will create more job opportunities. Governments aim to skill 500
million people by 2022 is expected to
be supported with this initiative of the
ministry.

Training & Apprentice

Divisions transferred to
Skill Development
Ministry

Union Government on 17 April 2015

decided to transfer training and apprentice divisions of the Directorate
General of Employment and Training
(DGET) from the Union Labour Ministry to Ministry of Skill Development
and Entrepreneurship.
The outcome of this decision is that the
Ministry will oversee the skill development activities of all ministries and
departments and will also implement
schemes.
This has given a mandate to bring everything under the National Skills
Qualification Framework, a national
standard for all institutions, for skill
training across the country. This would
combine the certification process under
the Ministry of Human Resource Development.

Building strong skill

training base

Skilled development is one of the priorities of the Government which is

needed to further strengthen economy.
With the objective of skilling the workable manpower, the Tamil Nadu Skill
Development Corporation jointly with
the Police Department is imparting
specialised skill development training
to the unemployed youths willing to
work as security personnel in the private concerns.
A three-week-long training is being
given by Salem-district police to a
group of 137 unemployed people, including five women, wanting to work as
security personnel. They are in the age
group of 18 45 years and have cleared
class 8th.
Even before the training ended, the

SP, G. Subbulakshmi has taken steps

for holding a job fair at the end of the
training on May 21. The recruitment
process will surely boost the confidence
of the trainees.

States getting proactive

about vocational training

Shibu Baby John, labour Minister in

Kerala Government inaugurated the
valedictory function of Bharat Petroleum Corporation Limiteds (BPCL)
vocational skill project for youth, at Kochi Refinery, Ambalamugal, on Monday, 18 May and talked about states
focus on extending high-level vocation
skills to the youth in the state.
As part of BPCLs corporate social responsibility project, a three-month vocational skill programme was started to
reach 1,000 unemployed youth in Ernakulam district.
BPCL had partnered with Industrial
and Technical Consultancy Organization of Tamil Nadu Limited (ITCOT),
a joint venture of leading financial institutions, state development corporations
and commercial banks, for the project.
While speaking at the event, minister
also urged the youth to grow by hard
work and positive attitude of right work
culture.

NSDC and ESSAR

Foundation signs MoU

Essar Foundation, the corporate social

responsibility (CSR) arm of the Essar
Group, had signed a memorandum of
understanding (MoU) with the National Skill Development Corporation
(NSDC) to impart vocational training
to youth focussing to improve their employability. The news was declared on

Skilled June 2015

May 18 2015.
1,000 youth across eight cities will
be provided with customer service,
tele-calling and marketing & sales skills
training in the first phase.
The foundation will be funding the
program with Rs. 40 lakhs and provide
systematic direction to the initiative. It
will also be supporting the program by
providing links for the employment of
the youth.
The programme is named Ajeevika and
the first batch is expected to start the
training by June 2015 in Delhi National Capital Region (NCR) and Ahmedabad.

Female Bread Earners to

get Skill Training

According to a scheme introduced by

the state rural development department, women who head households
will get skill training to help them earn
better living.
2011 census shows that Uttar Pradesh
has highest number of such women followed by Maharashtra and Tamil Nadu.
According to the scheme, poor women
heading households will be trained in
several vocations and the government
will spend Rs 750 crore over five years
for the purpose. This year, Rs 100 crore
has been allocated for the scheme. As
for now the department is doing preparatory work to launch the scheme, said
a rural development official as quoted
in Sunday Times. The beneficiaries of
the scheme should be in the age group
of 18-45 years as per the 2011 census.
The identification of the beneficiaries
will be done through community professionals in each village, the official
added
43

SSC

STATUS CHART

Details and targets of Se

44

Sector

SSC Name

Lead
Organizations

Name of CEO

Website

Security

SSSDC

CAPSI

Maj. Gen DK Jamwal

(Retd)

http://www.sssdc.in

Automobile

ASDC

SIAM, ACMA, FADA

& DHI

S Chaturvedi

http://asdc.org.in/

Retail

RASCI

RAI

James Raphael

http://www.rasci.in

Media & Entertainment

MESC

FICCI

A Ramesh

http://www.mescindia.org

IT- ITeS

IT- ITeS SSC

NASSCOM

Sandhya C

http://www.nasscom.in/ititessector-skill-council

Health Care

HCSSC

CII

Ashsih Jain

http://www.healthcare-ssc.in

Rubber

RSSC

AIRIA & ATMA

Anupama Giri

http://www.rsdcindia.in

Gems & Jewellery

GJSCI

GJEPC

Binit Bhatt

http://www.gjsci.org

Leather

LSSC

CLE

Ramesh Kumar

http://indialeatherssc.org

Electronics

ESSC

CEAMA, ELCINA,
IESA, IPCA & MAIT

N K Mohapatra

http://essc-india.org/

Telecom

TSSC

COAI, ICA & TCOE

Lt Gen (Retd) S P
Kochhar

http://www.tsscindia.com

Agriculture

ASCI

NSFI & FICCI

Satender Arya

www.asci-india.com/

Skilled June 2015

ector Skill Councils

Address

Phone Nos.

Targets for 10 Years

No. of Job Roles for
which NOS will be
prepared

Certifications to
be given

Trainer to be
Trained

Training Institutes
to be affiliated

Security Sector Skill Development

Council, 305, City Court Sikanderpur,
MG Road, Gurgaon 122002 (India)

+91 124-4937450

53,50,000

31,800

30

Sat Paul Mittal Building, 1/6,

Siri Institutional Area, Khel Gaon
Road, New Delhi

011 -4186 8090

50

12,27,537

2,015

504

703-704 Sagar Tech Plaza - A,

Andheri-Kurla Road,Sakinaka
Junction, Sakinaka, Andheri (E),
Mumbai-400 072.

+91-22-40058210-5

100% of Industry

80,82,956

3,290

1,325

Federation House, Tansen Marg,

New Delhi- 110001

91-11-23738760-70

100% of Job
Roles

11,74,000

40,320

4E-Vandana Building (4th Floor)

11, Tolstoy Marg, New Delhi-110001

91-11- 4151 9230

+91-11-4151 9230/60

100% at Entry
Level

3,60,000

6480#

23,Institutional Area,Lodi RoadThe

MantoshSondhi Centre
New Delhi 110 003

011-41017346,
41017246, 40505850

100

47,38,641

1,18,319

515

PHD House (4th Floor), Opp. Asian

Games Village, Siri Fort Institutional
Area, New Delhi - 110016

+91 11 41009347,
41009348

100

6,65,480

2,628

160

Business Facilitation Centre, 3rd

Floor, Seepz Special Economic Zone.
Andheri (E). Mumbai 400 096.

+91 22 28293940
/41/43

40

18,10,000

4,022

89

CMDA Tower II, Gandhi Irwin Bridge

Road, Egmore, Chennai 600008

+ 91 44 28594367-71

50

19,53,583

3,537

3,537

422, Okhla Industrial Estate, PhaseIII, New Delhi-110020

+91 11 46035050

28

19,89,063

27,012

15

2nd Floor, Plot No:- 105, Sector-44,

Gurgaon-122003

0124- 4148029

150

44,93,440

24,234

500

304-305, 3rd Floor, Bestech

Chambers, B-Block, Sushant Lok-1,
Gurgaon, Haryana-122002

+91 124 4288322

105

5,65,03,757

42,668

8,848

Skilled June 2015

45

SSC

STATUS CHART

46

Sector

SSC Name

Lead
Organizations

Name of CEO

Website

Plumbing

IPSSC

INCOSAMA

Harpreet Singh

http://www.ip-ssc.com

Capital Goods

CGSC

FICCI & DHI

Inder S Gahlaut

http://www.cgsc.in

Construction

CSDCI

CFI, BAI, CREDAI &

NHBA

J Ganguly

http://www.csdcindia.org

Life Sciences

LSSSC

CII

Ranjt Madan

http://lsssdc.in/

Apparel, Make-up,
Home Furnishing

AMHSSC

AEPC

Roopak Vasishtha

http://www.sscamh.com

Beauty & Wellness

BWSSC

CII

Annu Wadhwa

Not Launched

Food Industry

FICSI

FICCI

Anaam Sharma

Not Launched

Logistics

LSSC

CII

M J Suresh Kumar

http://www.lsc-india.com/

Iron & Steel

IISSSC

BCCI & INSDAG

Sushim Banerjee

http://www.iisssc.org/

Mining Sector

SCMS

FIMI

L P Sonkar

http://www.skillcms.in/

Power Sector

PSSC

CEA, MNRE &

IEEMA

Vinod Behari

Not Launched

Textile & Handloom

THSSC

CITI

J V Rao

www.texskill.in

Handicrafts & Carpets

HCSSC

EPCH

Rakesh Rawat

www.hcssc.in/

Tourism & Hospitality

Tourism &
Hospitality SSC

CII

Praveen Roy

Not Launched

Infrastructure
Equipment

IESC

ICEMA

H S Mohan

www.iescindia.com

Skilled June 2015

Address

Phone Nos.

Targets for 10 Years

No. of Job Roles for
which NOS will be
prepared

Certifications to
be given

Trainer to be
Trained

Training Institutes
to be affiliated

B/ 168-169, DDA Complex, Okhla

Indl. Area, Phase 1, New Delhi
110020, India

+91-11-41513580,
41400556

50

12,11,768

11,354

220

Federation House, Tansen Marg,

New Delhi 110 001

+91-11-23487204

210

50,00,000

11,111

575

204, Aashirwad Complex, D-1,

Green Park,New Delhi - 110016

+91-11-46584466

100

1,13,77,500

30,770

200

13, Palam Marg, 3rd Floor, Vasant

Vihar, New Delhi-110057

011-41042407 / 08

100

34,76,723

39,087

339

Apparel House, Sector 44,

Institutional Area, Gurgaon 122003,
Haryana

+91 124 4318800

45

19,80,000

2,470

164

405/6, 4th Floor DLF City Court, Near

Sikanderpur Metro Station, Gurgaon
122002, Haryana, India

0124-4269032-33

100

16,57,500

2,200

390

Federation House, Tansen Marg, New

Delhi 110001

91-11-23738760-70

800

93,92,359

5,850

641

Confederation Of Indian Industry

(Institute of Logistics) Unit E, 10th
floor, IIT Madras Research Park,
Kanagam road.TARAMANI,
Chennai- 600013.

044 42928900-01

64

41,87,038

2,719

Royal Exchange 6, N. S. Road Kolkata

- 700 001

033 2461 4049

100

12,66,500

3,790

80

FIMI House, B-311,Okhla Industrial

Area, Phase-I, New Delhi 110 020

011-26814596

100 (23 Trades)

4,50,000

1,625

44

Power Sector Skill Council (PSSC),

CBIP Building Malcha Marg,
Chankyapuri, New Delhi 1100 021

100

46,29,600

12,205

960

601-607, 6th Floor, Narain Manzil,23,

Barakhamba Road, New Delhi 01

+91 11 2332 5012,

357
2332 5013, 2332 5015,
2332 5055

11,60,502

3,772

577

EPCH House Pocket 6 & 7, Sector C,

VasantKunj, New Delhi 110070

+91-11-26139834

125

20,11,000

4,583

140

405/6, 4th Floor DLF City Court, Near

Sikanderpur Metro Station, Gurgaon
122002, Haryana, India

0124-4269032-33

150

31,98,703

8,440

565

35

20,24,020

5,442

400

Skilled June 2015

Source : www.nsdcindia.org
1,425

47

GOVERNMENT

SKILLING SCHEMES

Some major vocational skilling

Name of Scheme/
Partnership

Ministry/ Department

Major Highlights

NSDC Partnership for Loan

NSDC

- Funding in the form of Loan, equity or grant

- NSDC funding model may have a mix of maximum of 10%
grant, 27% equity and rest as loan/ MDA subject to NSDC
funding not exceeding 75% of the total cost of the project
- Debt should be repaid within 10 years or earlier

NSDC Udaan Scheme

NSDC and Ministry of Home

Affairs

- Skills training and employment for youth of Jammu and

Kashmir
- Target segment graduates and postgraduates
- Aims to train 40 000 youth over a period of 5 years in high
growth sectors
- Training is done in 3-9 months model

Aajeevika

Ministry of Rural Development

(MoRD), GoI

- For BPL Youth

- Provide jobs having regular monthly wages at or above the
minimum wages
- Softskills, English and IT mandatory along with skill training
- Done in 3 month, 6 month, 9 month and 12 month modes
- OJT is mandatory in all modes

Village Entrepreneurship Start up

Programme

Ministry of Rural Development

(MoRD), GoI

- Training and handholding model for promoting village

entrepreneurship
- Credit Appraisal and Financial Linkage
- Market Research and Business Development Services

Hunar Se Rozgar

Ministry of Tourism

-
-




-

Creation of employable skills for hospitality and tourism

Currently only four trades are available
i) Food Production
ii) Food and beverage services
iii) Housekeeping
iv) Baker
Program for 8th pass youth in the age group of 18 -28
years
- Duration of courses is between 6-8 weeks

(GoI)

Pradhan Mantri Kaushal Vikas

Yojana (PMKVY)

48

Ministry of Skill Development and

Entrepreneurship (MSDE)

Skilled June 2015

- The objective of this Scheme is to encourage skill

development for youth by providing monetary rewards for
successful completion of approved training programs
- Reward candidates undergoing skill training by authorized
institutions at an average monetary reward of Rs. 7,500 Rs. 12500 per trainee
- Benefit 24 lakh youth at an approximate total cost of Rs.
1,500 Crores

schemes at glance
Total Budget for 2015-16

Budget (per trainee)/

Terms of Assistance

For more details on

these Schemes

NA

Loan at 6 % interest to the training partner

http://innovation.nsdcindia.org/App_
Documents/Funding/NSDC_Funding_
Guidelines_2013.pdf

Rs 750 crores for five years from

Nov 2011- Nov 2016

-
-
-
-
-
-

http://nsdcudaan.com/Uploaded/
DownloadFile/Udaan_guidelines_
for_Corporates_Ministry_of_Home_
Affairs_2013.pdf

Rs. 1800 crore

- 3 Month Rs. 23446 - Rs. 35636

- 6 Month Rs. 35652- Rs. 56032
- 9 Month Rs. 47812- Rs. 76382
- 12 Month Rs. 57602 Rs. 94362

http://ddugky.gov.in/
DocumentsForDownload/DDU-GKY%20
Guidelines%20Eng.pdf

Rs. 200 crore

NA

www.aajeevika.gov.in/nrlm/edit_vk_
SVEP_Concept_Note.docx

NA

- Rs. 9974 for Food and beverage services(6 weeks)

- Rs. 12012 for food production (8 weeks)
- Rs. 9375 for Housekeeping (6 weeks)
- Rs. 11450 for Bakery and Patisserie (8 weeks)

http://tourism.gov.in/writereaddata/
Uploaded/Guideline/120720121203675.
pdf

1500 Crores

For Skills Training

- Rs. 5000 -10000 (For Service Sector L1-L6)
- Rs. 7500 12500 (For Manufacturing, Plumbing and
Construction Sector) (L1-L6)

http://www.pmkvyofficial.org/

Travel Rs. 4000

Boarding and Lodging @ Rs. 300-Rs. 600 per day
Stipend @ Rs. 2500 per month
Travel and Medical Insurance @ Rs. 1500
Placement Cell Fee (Rs. 10000)
Training fee Rs. 50000 post three months employment

http://www.skilldevelopment.gov.in/
pmkvy.html

For Recognition of Prior Learning(RPL)

- Rs 2000 (For Service Sector)
- Rs 2500 (Manufacturing, Plumbing and Construction
Sector)

Skilled June 2015

49

GOVERNMENT

SKILLING SCHEMES

50

Name of Scheme/
Partnership

Ministry/ Department

Major Highlights

Seekho Aur Kamao (Earlier Part

of the Multi-Sectoral Development
Program (MSDP)

Ministry of Minority Affairs

(MOMA), GoI

- For Minority Community (Muslims, Christians, Sikhs,

Buddhists and Parsis)
- Trainee should be between 14 - 35 years of age
- Minimum qualification for trainee is class 5
- Program can be implemented in identified minority
concentration districts / blocks/ towns/cluster of villages
and the North Eastern region
- Priority is given to traditional trades practiced by minority
community such as Embroidery, Chikankari, Zardosi, Patch
work, Gem and Jewelry, Weaving, Wooden works, Leather
goods, Brass metal works, Glass wares, Carpet etc.
- 33 % seats are reserved for minority girl/women candidates.
- Scheme has two components
i) placement linked training for modern trades
ii) Skills training for traditional trades
- Placement linked training are to minimum of 3 months
duration
- Skill training program should be between 2 months to one
year

MANAS - Maulana Azad National

Academy of Skills

National Minorities Development

and Finance Corporation (NMDF)
under the aegis of Ministry of
Minority Affairs (MOMA), GoI

- Entrepreneurship and skill development program for

minorities
- Soft skills, communication and IT Skills trainings are
compulsory
- Minimum 80 % placement

Swarna Jayanti Shahari

Ministry of Housing and Urban

Poverty Alleviation (MHUPA)

Self Employment Program (USEP)

ii) Urban Women Self Help Program (UWSP)
iii) Skill Training for Employment Promotion amongst Urban
Poor (STEP-UP)
iv) Urban Wage Employment Program (UWEP)
v) Urban Community Development Network (UCDN)

Financial Assistance for Skill

Training of Persons with
Disabilities

Ministry of Social Justice &

Empowerment (MSJE) and NSDC

- The Scheme aims at providing financial assistance for skill

training for persons with Disabilities
- Skilling 5 lakh persons with disability in next 3 years (1
lakh in first year, 1.5 lakh in second year and 2.5 lakh in
third year)
- The scheme will cover Persons with Disabilities (PwDs) with
not less than 40% disability
- 30% reservation for women candidates,i.e. 30% of the total
intake of each training program shall be earmarked for women
candidates

Skilled June 2015

Total Budget for 2015-16

Budget (per trainee)/

Terms of Assistance

For more details on

these Schemes

NA

- For placement linked training Rs 29500 Rs. 31750 (for 3

months programs)
- For skills training under traditional trades
- i)non- residential program Rs. 10000 per month
- ii) residential program Rs. 13000 per month.

http://minorityaffairs.gov.in/sites/upload_
files/moma/files/skills1.pdf

NA

NA

http://manassd.ind.in/wpcontent/uploads/2015/03/
MANASGuidelines1415.pdf

NA

- Under USEP the maximum unit project cost for individual

cases is Rs. 200,000. A maximum subsidy of Rs. 50000 is
given per individual.
- For setting up group enterprises Under UWSP subsidy
of Rs. 300,000 or the cost of project or Rs. 60,000 per
member of the group whichever is less.
- Under STEP-UP Rs 10000 per trainee.
- A Micro Business Centre under the scheme can be provided
a financial support of maximum Rs. 80 lakh per MBC (one
time capital grant of Rs 60 lakh + Rs. 20 lakh for running
cost)

http://mhupa.gov.in/pdf/guidelinesscheme/urbanemp-povallev/Swarna%20
Jayanti/ReGuidelinesSJSRY.pdf

NA

- Training Cost: An all inclusive training cost of Rs.5,000/per trainee per month
- Stipend for trainees : The trainees will be entitled to
a stipend of Rs.2000/-per month for hostellers and
Rs.1000/- per month for non-hostellers
- Cost of Transport: Rs.500/- per month for hostellers and
Rs.1500/- per month for non-hostellers

http://socialjustice.nic.in/pdf/s-skilltrgPwDs220515.pdf

Skilled June 2015

51

guest

anoop rawat

Motivating the front line

workforce
Let me not talk about the Frontline employees
here and how they need to be motivated. Let
me move a step ahead and talk about a more
fundamental point here. How does a frontline
employee impact my customer?
I remember what Bob Farrell once said, Everything you do will end up in front of your customers. Let us think about this for a moment.
The people I recruit, the policies I make, how
well do I train, what equipment I use will and
does impact my customer. And my customer decides whether I stay in business or not. Isnt this
a big statement to make? But let me assure you
it is true.
So, I make the right policies, recruit the right
people train them well and give them all the
right tools to be effective, so then I should succeed, right? No! Unfortunately nothing but
ONE THING can really bring you success and
in this, customer service becomes an art rather
than science. So what is that one thing that can
get me success? What is the secret ingredient?
It is You, Yes You, the one who features at
the lowest rung of organization hierarchy, The
Frontline Staff. You are the one who brings together all the training, the policies, the tools and
serves them in front of the customer. You are the
one who can make or exterminate a brand. You
are the one who can earn me a customer for life
or turn him away forever.
But I have already done everything for you. I
have given you a job, trained you, provided tools,
pay you a salary so you should now be happy and
take care of my customers. Sorry, did I just hear
you say NO? What else do you want my friend?
How can I make you happy so that in turn you

52

make my customers happy? Tell me my friend,

tell me.
Boss, let me tell you. You pay me salary because
I do work for you, you train me because you
want me to be able to do the job well, you give
me tools because without that I cannot accomplish the job. So there is nothing in this for me
really and that makes me sad.
I am sorry but I really did not think of it this Anoop Rawat
VP Training, G4S
way. So what can I do for you, please do tell
I dont know if I should say it but since you ask
let me tell you that I have small needs. Some
things that probably should not even cost you
much.
I need respect, to be treated like an individual
and not just as one of many
You should be fair to me, give me equal opportunities and a fair remuneration
I should be treated considerately, I have a family and they will need me sometimes
Provide me career growth, an opportunity to
do well in my life
I am hungry for success and you should create
the environment for me to succeed
Give new uniforms when the older one wears
away
My opinions must count. I may not be highly educated but I know what succeeds on the
ground
Thats it? Will this make you happy and you will
keep my customers happy? Is it really that simple to keep you happy?
Yes, it is. Just try it. Honestly.

Skilled June 2015

guest

vikas bansal

The need for more than

basic skills
I have owned two franchisees of an International Food Chain for the past two years in Delhi. I
have been happy as I make good money on my
investment. One day, while seeing young boys
and girls working at my outlet, I wondered on
what kind of employment is being generated in
our country for youth.
Today there are over 500 outlets of this International Food Franchisee chain employing over
5000 people across India, thus it might seem
that it has been a wonderful concept which has
benefited our country.
I have not been able to understand why the
government gave permission to these restaurants to enter in our country? What our government, our country and our youth gain from
such restaurants? The answer which comes to
a simple mind like mine is employability. But
then I went on to think that what is the quality
of employment being generated in our country?
A student who just passed school may want to
work with these foreign franchises for approx
Rs. 7000 per month, and what he will acquire
is the skill of sandwich making. After 5 years
his level of skill will be the same and another
new person will come and replace him for the
same salary. Thus gaining any experience in this
nature of work, does not lead to any advantage
for such an employees career or salary.
The rate of inflation in our country is really high
and these restaurants work wonders in countries
where inflation is controlled or is minimal.
For example, I went to London in 1990 and
visited a shop in Paddington. I met a lady of
45 years of age who gave me coke for a pound.
In 2013, the same lady gave me coke for one
pound. This means, her earnings have been the

same and there is no change in lifestyle of that

lady in 23 years! I checked and I found I was
right. If we compare the Indian worker to this
lady, then if the Indian worker gets Rs. 7000 for
5 years, after 5 years someone else will replace
him for the same amount at the same position.
Thus he can never aim to better his life by working hard for 5 years and his lifestyle will remain
the same. On the other hand the Lady in LonVikas Bansal
don, was maintaining a basic standard of living Entrepreneur
even 23 years ago and remains to do so, even
with the same income levels.
Back in India, life becomes cruel when you earn
the same amount of money for 5 years. The service standards will be lost during this, quality of
manpower will be low and the royalty will be
earned by the franchise owner. However our
country cannot progress with their business and
stands little to gain. It is just like the example of
the IT industries. Most of our countries engineering college students end up becoming a data
entry operator or call center employees. Their
progress is constant and skill is also limited. In
the long run they will suffer and our country will
be losing skilled potentials.
I found some disconnect here which I didnt
know how to answer. This does not mean that
we should not generate employment, but the
question is what kind of employment will benefit our country and youth.
I am sure that the Government of India and its
policy makers will take into account such simple learning when they go forward and work towards creating millions of new job opportunities
for the youth of India.

Skilled June 2015

53

skill stories
birender rawat

The
Flowering
Name: Birender Singh Rawat
Age: 22
Year of Training: 2013
Job Role: Customer Care Executive
Starting Salary: Rs. 7,500/Current Salary: Rs. 10,000/Current Employer: Vodafone, Delhi

54

It is easy to sit back and crib about

what one has been deprived of than to
gather strength and search for a ray of
hope. There are few people who carry
this strength and those who do are able
to overcome each challenge lie throws
at them. When the going gets tough,
tough gets going, is a famous expression which Birender Singh Rawat
proves right. We spoke to him to know
about the journey of his life.
Rawat, who was born in a middle class
family in a small village of Uttrakhand
hills, was physically challenged since
birth. Despite being handicapped, he
continued his studies with the support
of his family. He has total six members
in his family, his father, mother, two
elder brothers and one younger sister.
His father is a retired person and his
pension was the only source of income
of his family. As a responsible member
of the family Birender always want to
help his family financially because their
resources were not sufficient to fend

Skilled June 2015

such a large family. However, he was

hopeless to find a job because of his disability. During that period he got the
information about Unifiers Skill Training Centre. His graduation was almost
completed before joining the training
centre where he took training in BPO
in voice.
After completing of his training, he
was placed in Vodafone Store with the
monthly income of rupees 7500. It has
been two years that he is still working
there and earns Rs. 10,000. From being
hopeless about his physical impairment
to being contend about his employment, Rawat came a long way to attain
this independence. After the training,
I was provided with job. In a way, from
nothing I came to something, says
Rawat. I am married now and stay in
Delhi. Though the salary is less, but I
am happy that I am working and even
take care of my family staying in natives, he adds.

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