Building india 2022-_a_human_resource_super_power

Building India 2022- A Human
Resource Super Power
Partnering to Establish India as
the Skill Capital of the World
August 26, 2013

www.centumlearning.com2
Snapshot: Global Demographics
Country
2000 2025 2050 2000 2025 2050
India 23.7 31.3 38 8.1 12.1 22.6
Mexico 23.3 32.5 39.5 7.6 13.8 30
USA 35.5 39.3 40.7 18.6 29.3 34.9
Australia 35.2 40.5 41.9 18.2 29.3 37.9
China 30 39 43.8 10 19.4 37.2
Canada 36.9 42.9 44 18.5 32.6 40.9
France 37.6 43.3 45.2 24.5 36.2 46.7
UK 37.7 44.5 47.4 24.1 34.8 47.3
Europe 37.7 45.4 49.5 21.7 33.2 51.4
Russia 36.8 43.8 50 18 27.6 47.1
Germany 40.1 48.5 50.9 24.1 39 54.7
Japan 41.2 50 53.1 25.2 49 71.3
Italy 40.2 50.7 54.1 26.7 40.6 68.1
Indicators of Aging in Selected Countries (2000, 2025, and 2050)
Median Age (Years) Old Age Dependency Ratio

Snapshot: Global Demographics

The Context….
March 25, 2010

Education and skill development – A vision for
India@75
• India achieves 100% functional literacy1
2
3
4
• India builds 700 million globally employable workforce, comprising
200 million university graduates and 500 million vocationally skilled
people
• India develops world class infrastructure to become a global hub for
knowledge creation, talent development and entrepreneurial
incubation
• India sets global standards and becomes a scale provider of value
based learner-centric education, skills development and
professional educators through industry partnerships

Environment Analysis
* Vision document for India@75 (2022)

Skills Development

National Skill Development Initiative - Preamble
• Skills and knowledge are the driving forces of economic growth and
social development for any country. Countries with higher and better
levels of skills adjust more effectively to the challenges and
opportunities of world of work.
• As the proportion of working age group of 15-59 years will be increasing
steadily, India has the advantage of ‘demographic dividend’.
• Harnessing the demographic dividend through appropriate skill
development efforts would provide an opportunity to achieve inclusion
and productivity within the country and also make this resource pool
‘globally deployable’ in reduction of global skill shortages.

National Skill Development Initiative - Expectations

Projected share of informal employment (in million,
and %)

Share of employment of different sectors till 2022

Table 3: Current and projected employment in select
informal sectors between 2008 and 2022 (in‘000s)

Projected human resource till 2022 for select informal
sectors – Beauticians, Facility Management, Security
Guards (in ‘000s)

Execution Excellence-How.?

Partnerships with Institutions / Industry Associations / Government Bodies /
Individuals
Map to Industry
Requirements
Engage with the Youth at the
Village level
Training Strategy &
Certification Process
Technology interface to
Scale and Standardize
Job Requirements
Jobs to Certified Youth
Community
Mobilization
Training&
Certification
Placement
Support
Creating Employability
Franchise Model for Operations to create Scale and Ramp-Up
capability
Essential Elements: Value Chain Combinations

17 www.centumlearning.com
Community Mobilization

Training and Certification

Placement Support

Operationalising through Partnerships

New Age Corporations-

Centum – NSDC JV
• Centum has proposed setting up of a JV company with NSDC
• This JV will operate skill mission for the rural and semi-urban youth
and create livelihood opportunities
• The basic operating blocks will be
Community Mobilization  Training & certification  Placement Support
Centum NSDC
76%
24% Community
Mobilization
Vocational
Training
Industry
Certification
Placement
Assurance

Other
Enablers
Proposition for NSM Fulfillment
National Skill Mission

Sectors Addressed - NSDC
Sno Sector Proposed Course
1. Automobile • Foundation Course - 2 Wheeler Mechanics
• Foundation Course - 4 wheeler Mechanics
• Advanced Course – 2 Wheeler Mechanics
• Advanced Course – 4 Wheeler Mechanics
2. Organized Retail • Basic Selling Skills – Distribution Sales
• Basic Selling Skills – Direct Sales
• Retail Selling @ Store
• Customer Service Skills @ Store
• Supervisory skills for Sales Manager
• Sales and Distribution Management
3. Telecom • Tower Maintenance Program
• Basics for Installation and Fault repair
• Handset Sales and Repair Course
4. Building and Construction • Basics Course for Plumbers
• Basics Course for Carpenters
• Basics Course for Electricians
• Basic Course for Masons
• Advanced Course for Electricians
5. Health Care • Training Course for Hospital Housekeeping staff /
Ward boys
• Training for para-medical support staff / nurses

Higher Education

Business Environment Analysis

Gaps In Employable Talent . . .
Technical Skills
– Functional Knowledge and skills
– Business specific Knowledge
– Organization specific knowledge & skills
Soft Skills***
- Communication
– Self presentation and management
– Professional work habits
– Leadership & team working
–Organization fitment
Industry Knowledge
• IT • ITES • Retail • Manufacturing
• Pharma • Automobile • Infrastructure

Skills for the 21st Century

Skills for the 21st
Century
• Communication
• Acquiring & processing information
• Integrating knowledge from different disciplines
• Leadership: team management, dealing with uncertainty, conflict
handling
• Failure management
• Commercial awareness (market, IPR)
• Research management
• Creative thinking (discovery, imaging solutions)

Skills for the 21st
Century
• Negotiation
• Understanding of business environment
• User requirement consciousness
• Coping with conflicting demands
• Analytical skills
• Methodological knowledge & skills
• Communication & presentation skills
• Management skills
• International, inter-cultural experience
• Language skills

Skills for the 21st
Century
• Computer science skills
• People & relationship management skills
• Hard science knowledge (to a certain degree) e.g. statistics
• Interdisciplinary skills & knowledge – broader picture & understanding
of the world
• Entrepreneurship
• Social skills in different context (in different socio-economic
environments)
• Creative thinking, innovation
• Ethics
• Problem solving

Industry Relevant Higher Education

LIFE SKILL FOR EMPLOYABILITY
4. Industry specific global employability
3. Industry specific degree & PG degree
program (UGC recognized)
2. Sector specific faculty from industry
1. Sector specific context from industry
SME
5. Sector specific employability
4. Sector specific NVQF accreditation
awarded by GTU & relevant industry
3. Sector specific NVQF standards from
GTU
2. Multi Level sector specific courses
leads to credit points for GTU Degree
1. Short Tem Sector Specific courses 1
to 3 months
Centum-Techno SPV
(Global Techno University)
Centum NSDC Skills Corporation
(SPV)
1 to 2 Years
7
y
e
a
r
s

Access
• Availability of suitable
number of institutions
across regions to fulfill
demand
Employability
• Sector skilled certified
Manpower for small,
Medium and large industry
Quality
• Provision of suitable
•infrastructure, trained
faculty & effective pedagogy
in higher education
institutions Aimed at
delivering expected
outcomes
Inclusiveness
• Equal opportunity for all
sections of society to
participate in higher
education
Access
• Availability of suitable
number of institutions
across regions to fulfill
demand
Employability
• Sector skilled certified
Manpower for small,
Medium and large industry
Quality
• Provision of suitable
infrastructure, trained
faculty & effective pedagogy
in higher education
institutions Aimed at
delivering expected
outcomes
Inclusiveness
• Equal opportunity for all
sections of society to
participate in higher
education

India 2022- Human Resource Super Power Readiness Index
• Awareness about the issues, opportunities 21
2
3
4
• Articulate & Elaborate policy, procedures and PPP formats 2
• Detailed systems and procedures for skills for employability 1
• Regular to establish, control and correct standards 1
• Sustainable and scalable rural development (PURA) 15
Readiness Index Scale 10

• Institutions to develop “Human Resource” 1
7
8
• Governance 1
• Availability of competent resources to deploy India@ 75 2
9 • Rural-Urban integrated distribution model 1
6

Building India 2022- A Human Resource Super
Power
• India has lagged behind for several reasons in the race for
economic development. However, the picture is not that
dark for the future. I strongly believe, if we are able to
exploit and develop the tremendous human resource of our
nation, it is inevitable, as never before ever witnessed, to
leap forward in the race for social and economic
development.

Building India 2022- A Human Resource Super
Power
• What we need is skills development. However, it is
extremely essential to equip our youth with right skills which
make them productive citizens of our society. Because,
empowerment through the acquisition of knowledge is the
only way in which those who have lagged behind in the race
for social and economic development can catch up with the
rest of the World and go beyond it.

Always aim at complete harmony of
thought and and deed.
- Mahatma Gandhi
Video

Presentation by
Navin Bhatia
Chief Operating Officer
Bharti Learning Systems Ltd.
Mobile : 9810003021
Centum Learning Limited
Neelagagan, Mandi Road, Sultanpur, Mehrauli, New Delhi-110030
Tel: 91-11-460011004, Fax: 91-11-46001111
E-mail: navin.bhatia@bharti.in

Building india 2022-_a_human_resource_super_power

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

Similaire à Building india 2022-_a_human_resource_super_power

Similaire à Building india 2022-_a_human_resource_super_power (20)

Plus de Abhishek Tanna

Plus de Abhishek Tanna (6)

Dernier

Dernier (20)

Building india 2022-_a_human_resource_super_power