Wednesday 6 June 2012


NOTE ON SUCCESS WITH EGMM IN ANDHRA PRADESH

Empower Pragati started operations in Andhra Pradesh in August 2011. We signed MOU with EGMM as a training partner in April, 2011.The training was planned for 9 districts across AP in different domains like BPO K10 & K12, BPO Degree, Debt recovery, Drivers. 
We started training around October 2011 and we trained 2562 candidates by the 31st March, 2012.  We successfully placed over 1600 candidates in various districts in BPO & different sectors.  Of them over 55% were women and 45% were male candidates. Most of them are from SC, ST ,OBC candidates. These candidates were drawn from SHG from various villages in AP. One member from the identified SHG was trained under the RYK program with the intention providing employment to at-least one member in a family from rural below poverty line. The program has been fairly successful with Empower placing many of them in jobs with a starting salary in the range of 5000 -6000 net. Some of them have been placed in other states and cities like Bangalore and Chennai. Some batches were completed in May and hence more placements are in the pipeline for the candidates trained last financial year.
Currently there are 19 districts being covered with a total target of 16500 people including the sectors of BPO non voice and voice, supply chain mgmt, home care nursing and ITeS & Debt recover agents.

Success stories with Employment generation mission (EGMM) Andhra Pradesh:


“My name is Sakkubai from Kandukuri village.  I did only S.S.C with no hope and financial status for extending my academic career and then I found a miracle that is nothing but Empower Pragati Vocational & Staffing Pvt. Ltd which has changed my life dramatically. Before joining Empower Pragati training program, I was idle and had no time to think about my future because I was busy watching my T.V. serials. This training helped me to show what I am, I found the real world. Because of training from empower pragati only I got job in an esteemed organization, which is Medplus pharmaceutical Retail Outlet in Hyderabad, now I came to know how to behave with others. Now one astonishing thing is I am talking in English to day, which is a dream in my life.



Now my parents are very happy after seeing me in job, I can’t design boundaries to their happiness now I came to know the real meaning of life, which I achieved through these labs. I thought I had to spend my life idling which was unbearable and meaningless, my friends, relatives and parents used to mock me now there are happy with me.

I am good example not only to my street but also to the persons who are sitting idle at their homes. Really it is a boon to the downtrodden people who dropped their education because of so many reasons thanks to God to give this opportunity.” 




“My name is A.Bookya from Maheswaram Village. I studied 10th class and stopped education due to my parents’ poor financial status. After that my life turned like a thread less kite with no vision about my future. Then fortunately I came to know about Empower Pragati Vocational & Staffing Pvt. Ltd which laid a path to my Professional life.



I joined in Retail course at Empower Pragati. Here my trainers cooperated me like anything and gave utmost support to build up my carrier. I felt very enthusiastic at every step of my training at empower Pragati with their fun and activity based training methods. Now I am working in Food World, Hyderabad with a salary of Rs.5200/-.

         Really I am enjoying my job by interacting with different types of customers by serving them and assisting them in fulfilling their needs like interacting with each and every customer is a new experience and it is a great pleasure to me now and then my manager appreciates me which is a boost to me.
         
         Thanks to Empower Pragati for filling me with Power to lead my life.”

Tuesday 5 June 2012



11. ORGANISED RETAIL:
Overview of Organised Retail Industry in India:


The Indian Organised Retail market has been ranked the second most attractive emerging market for investment after Vietnam. The Indian retail industry is estimated to be worth Rs 13-14 lakh crore in FY 2008.. The Indian retail sector is highly fragmented in nature. The penetration of Organised Retail in the Indian market is much below the levels in other countries. Organised Retail, valued as Rs 96,500 core in 2008, accounts for around 5% of the total retail market. Organised Retail has been growing at an impressive rate of 33% to 40% annually in the last few years compared to 9-10% growth in the overall retail industry.

Human Resource Requirement till 2022:
The growth of Organised Retail would be driven by increasing penetration of organised retail from current levels of 4% to 5% in 2008 to over 20% to 25% by 2022. Even in the medium term, this would be reflected in the required/expected increase in retail space from about 30 million sq. ft. in 2006 to about 500 million sq. ft. by 2013. Organised retail is projected to grow from Rs. 96,500 crore (US $ 19 billion) in 2008 to Rs. 17,36,000 crore (US $ 347 to 350 billion) in 2022.
On analysing the current levels of retail space and the projected growth, it is expected that the human resource requirement would increase from the current levels of about 0.3 million to about 17.6 million by 2022, leading to an incremental employment opportunity of about 17.3 million persons.

Key Skills in Demand:
A large portion of the incremental human resource requirement would be in store-operations (requiring about 13 million persons till 2022). Much of this demand will originate from apprel retail, technology and lifestyle retail, generic/food and grocery retail.
The growth of Organised Retail will also lead to an incremental requirement of about 1.3 million persons in relatively highly skilled areas such as merchandising and logistics.
These skill sets are prospective areas for formulation skill building activities in the Organised Retail sector.


Monday 4 June 2012


NSDC :
NEED ASSESSMENT REPORT ON BUILDING TRAINERS' SKILLS IN VOCATIONAL EMPLOYABILITY:
CHAPTER 2: SCENARIO - VOCATIONAL TRAINING:



Skill requirement in India:


The current Indian economy growth is 6.7 percent and is expected to further grow in the coming years. According to Goldman Sachs, India is projected to become the second largest economy in the world by the year of 2050. It is considered that the India Economy will thive on its demographic profile. The current population of India is 1.2 billion and is expected to rise to 1.8 billion by  2045. This expansion in population is indicative of the fact that there would be increase in the working age (15-64 years population.
In order to achieve high growth rates with a growing population, skill development has emerged as an important aspect that needs strategic and planned policy cum intervention.
The numbers below depicts the sector wise projections for incremental human resource requirement till 2022.

Incremental human resource requirement till 2022 (in million):


Textiles and clothing: 26.2 (61.6*/35.4**)
Building and construction industry: 33 (58*/25**)
Auto and Auto Components: 35 (48*/13**)
Real Estate Services: 14 (25*/11**)
Organised retail: 17.3 (17.6*/0.3**)
BFSI: 4.3 (8.5*/4.2**)
Gems and Jewellery: 4.7 (8*/3.3**)
IT and ITES: 5.3 (7.5*/2.2**)
Leather and Leather goods: 4.5 (7*/2.5**)
Furniture and Furnishings: 3.4 (4.8*/1.4**)
Electronics and Hardware: 3.3 (4.2*/0.9**)

* =Employment by 2022 (in Mn)
** =Current Employment (in Mn) in 2008.


Together with the above projections, decline in agriculture will directly impact the employment scenario. This would pose the need for alternative livehood options. No doubt the employment market is rising rapidly and opening opportunities for both unorganized sector demand different set of skills and competencies. The growing sectors require huge quantity of workforce with limited formal education and low-end skills.
According to a study by CII- Planning Comission, it has been projected that 2/3rd of the jobs will be for low-end skills. That brings out the importance of short or medium duration vocational training to a large nuber of youth enabling them to get an access to skill-based employment. Many of these jobs can also be transformed into self employment. Thus the skill development will not only generate job employment but many of the trades can emerge as micro-enterprises wherein the trainees can exercise and option of self-employment.
The recent development history indicates fast growth in the service sector. Increasing urbanization, access to newer gadgets, facilities and services by rural people has opened up doors for micro-enterprises for repairs and maintenance services. Financial inclusion services also will lead to not only increase in consumption requirements but also in incnreased infrastructure development which will again requirement of newer esrvices.
Thus the manufacturing sector as well as service sector growth will create employment opportunities. Such employabillity requires creation of large number of youth having varied skills that can help to gain sustainable employment. The same is well recognized at policy level and a number of iniatives have been taken up by GOI. The global competition and thrust on efficiiency and quality improvement will demand induction of qualified as well as certified trainees in the industry.

Initiatives on Skill Development:
Prime Minister's National Council in Skill Development, under the Chalmanship of Prime Minister has been set up as an apex institution for policy dirction and review.
The policy envisions the stablishment of a National Skill Development initiative with thefollowing mission:

“National Skill Development Initiative will empower all individuals through improved
skills, knowledge, nationally and internationally recognized qualifications to gain
access to decent employment and ensure India’s competitiveness in the global
market”.

The aim of the of the national policy on skill development (March 2009) is to support
achieving rapid and Inclusive growth through;
 Enhancing individuals’ employability (wage/ self employment)
and  ability to adapt to changing technologies and labour
market demands
 Improving productivity and living standards of the people
 Strengthening competitiveness of the country
 Attracting investment in skill development
The relevance and quality of the skill development has been highlighted in the Policy
document. Quality assurance has been based of five key functions  – Validation of
Qualifications, Validation of Training process, Quality Assured Assessment of
Learners, Accreditation of Training Providers & Training Institutions and Research &
Information. The objective of enforcing quality and relevance in skill development is
to be realized through improving infrastructure, improving quality of trainers and
developing a National Vocational Quality Framework.
The Policy clearly highlights the importance of improving the quality of trainers by;
 Innovative ways of recruiting trainers
 Innovative skill development schemes (trainees acquiring
technical training at TI and practical skills at the work place)
 Retired employees mainly from  Defence  Forces to be
retrained to become Trainers
 Award and incentive mechanisms to be developed
 A system of granting Accredited Trainers status for a  limited
period
 Improvement in gender balance of trainers


Role of Institutions in Vocational Training:

1-) Major activities:
1.A-)Funding support: 
Institutions involved: 
Ministry of Rural Development/ Tribal Development/ Youth, Culture and Sports; Major Role: Fundind through various schemes (SGSY, NRI.M etc)
NSDC: Major role: Funding in the form of equity, loan and grant.
Intk Agencies & DONORS: Major Role: Providing grants for skill development.
1.B-)Research and Demand Assessment: 
Institutions involved: 
Industries bodies (CII,FICCI,NASSCOM etc), Social Sector Council; Major role: Up-to-date information and data to industry and government; Create skill database;
1.C-)Networking:
Insitutions involved:
CII, FICCI, ASSOCHAM, NSDC, SSGCs. Major Role: Provides a platform for sector specific conssensus building and networking; involvement of the industry for skill assessment and certification;
1.D-) Standardization and Certification: 
Institutions Involved:
SSC: Major role: Develop sector specific competency standards; Brenchmark international standard; streamline certification framework; certification tests for employees and trainers at institutes; Accreditation of sector specific and related courses.
DGET: Major role: Setting common standards and procedures, training of instructors and trade testing.
NCVT: Major Role: Prescribe standards in respect of syllabi, equipment, and scale of accommodation; Duration of courses and methods of training; Arrange trade tests in various trade courses and lay down standarts of proficiency required; Prescribe qualification for the technical staff of training institutions.
Export promotion Council (Sector wise). Major role: Professional advice to their members in areas such as technology up-gradation, quality and design improvement, standards and specifications, product development, innovation, etc.
CREDAI, ARAI, etc.. Major role: Testing as per the standards set and certification.
PSSCIVE. Major role: To ensure uniformity and maintain quality standards in vocational teaching and learning.
1.E-)Curriculum Development and its up gradation: 
SSC, NCVT, PSSCIVE. Major role: Curriculum development.
PSSCIVE, CII, FICCI, ASSOCHAM. Major role: Provide inputs for curriculum development.
1.F-)Train the trainers:
ATI, NITTTR, CSTARI. Major role: training the trainers.
1.G-) Implementers:
Training Institutes-Govt., NGO/Society, Private including Industry. Major Role: Porviding training for different trades and placement of trainees in various sectors.