Setting up of Skill Development Zone (SDZ) at Block Level in PPP Mode

Proposal

Effective Training ProgrammeTo achieve Skilling of 50 crores person by 2022

in Demand Oriented Skills

Effective Training Programme

A. Effective Training Programs : Aligning all skill development courses with

National Skill Qualification Framework (NSQF) and

Assessment through National Skill Examination Board (NSEB) with provision of Online examination (wherever possible) & Certification

Uniform training standards & delivery mechanism

Effective Training Programme

B. Uniform Environment constituting three major parts:

First part covers training, administration and management of training.

Second part defines roles and responsibilities and outlines the training needs analysis processes. Further, it outlines methods for establishing the program, such as design, development and implementation, and how to measure the success of a programme and ensure it achieves expected outcomes.

Third part of the standard covers the requirement for the ongoing development and continuous maintenance of training courses and related activities.

Effective Training Programme

C. In view of the A above 12 steps process

to create an effective training Programme and

D. How to Move Forward to set and achieve Goal in a specified time frame

Effective Training Programme

Step – 1. Setting up of Skill Development Zone at Block Level by Industry and Commerce in PPP Mode on Government land

Setting up of Skill Development Zone at Block level in PPP mode managed by Industry and setting up of a skill development center keeping in view the sectoral and sector needs. I. The Block Committee on Skill Development would identify

sectoral and sector needs of trained manpower for fulfilling skilled manpower need at Block & District level

II. Block Committee would coordinate with all vocational training providers to achieve the qualitative and quantitative achievement of the goal set by the Block Level Committee including setting up of Model Skill Development Centre at NSDZ.

III. Block Committee would promote skill development , develop LMI, register and monitor training activities of training centers including ITI at the Block level

Step 2 Skill Development Zone at Block Level (SDZ)

I. Government to provide 5-10 acre land and develop external infrastructure for setting up of SDZ by the Block Committee

II. Initial Financial Injection for SDZ would be shared by Industry and Government.

III. SDZ be made self sustainable after 3 -5 years.IV. Alignment of training course curriculum with NSQF V. Set SDZ Goal by aligning it with National Goal of certifying 50

crores by the year 2022 VI. A standard model of SDZ be developed with training Center,

Boarding and Lodging facilities, sports facilities, Mini conference room, Big lawn for exhibition and meetings etc. business and commercial Center, Outlets and warehouses, , and other facilities such as Bank, medical, & transport facilities etc. ( details to be decided with general consensus of the stakeholders)

Step 3 Development of LMI at Block Level

I. Labour Market Information is to be developed at Block level

II. Sector and Sectoral need, perspective and projected be developed in a time bound manner.

III. A LMI Dynamic portal need to be developed where industry can upload the data.

IV. This would help Skill Centers to provide training a planned manner

V. Industry, large and MSME have to come forward to upload the Data

VI. Data be analyzed with a regular interval

Step 4 Awareness programme at Block, District, State and National Level

I. A National Campaign for awareness through print and Electronic media be launched

II. Details of the availability of training facilities in employable skill at Block level be made to all RURBAN, Urban and Rural level

III. All local authorities be roped in for a coordinated approach for skill development

IV. Job Fair etc. may be organized at Block level where industry would reach for prospecting

V. Registration of interesting person for training be registered in advanced and counseling be made for appropriate skill development.

Step – 5 Demand Oriented skill Development programme

A paradigm shift in approach to develop skill development programme demand oriented suiting to the world of work, in place of existing supply oriented, need to be key word. SDZ would set up Skill Development Center with boarding and lodging facilities, provision of tool kits, stipend during training, life long learning, hand holding, self help group and project development etc with the view to skilling : I. Skilling school drop outs II. Coordinate and Integrate the skill development with the school

pursuant III. skill up gradation and certification of excising workers of Block

level industry and commerce IV. Government to incentivize participating industry in the form of

tax exemption etcV. Skilling Woman & House wivesVI. Skill formation /up gradation of the unemployed and under

employed

STEP 6: DEVELOP OBJECTIVES AND LEARNING OUTCOMES

Objectives and learning outcomes describe what learners will be able to know and do post-training.

The learning outcomes should also establish the described criteria by which the training will be judged a success.

The training objectives and learning outcomes should be aligned with Industry’s need, Sectoral competency profile and mission to have a competitive edge. Setting up of goal for suitable employment of 60 to 100% skilled through Campus selection

Promoting Apprenticeship Training in industry and commerce.

Institutional training be supplemented by the shop floor training under the Apprentices Training Scheme, APY etc.

STEP 7: DEVELOP CONTENT AND INSTRUCTIONAL DESIGN

The most effective education and training methods for a particular situation need to be used. In today’s work world, a combination of asynchronous online education coupled with hands-on training in the workplace may provide a better, more cost-effective and accessible solution than traditional classroom learning.

Add to this some on-the-job training that employs an element of tutoring and coaching and optimal instructional delivery may be achieved. Many other delivery methods such as video, video-conferencing, webinars and other computer-based training tools are available and should be considered.

STEP 8: ACCESS INTERNAL AND EXTERNAL RESOURCES

Delivery of the training can be provided using in-house resources of the SDZ or an external consultant.

In-house trainers cost less because their salary has already been accounted for in the budget.

An in-house trainer may also provide more flexibility and will bring greater understanding of the issues driving the need for training.

Explore possibilities for external consultants who are more skilled and polished speakers.

Using an external resource may create “just enough” separation between the issue at hand and the trainer to keep the conversation in the classroom at an objective level.

STEP 9: DEVELOP EDUCATION AND TRAINING MATERIALS

The education and training materials developed for the course must be carefully aligned with the objectives and learning outcomes.

The learning activities need to allow learners the opportunity to apply the principles learned in the classroom. To be effective the instructor must understand the audience, the culture and the history behind the need for the training.

STEP 10: TRANSFER KNOWLEDGE, SKILLS AND ABILITIES

The learner must have the opportunity to promptly apply the knowledge and skills gained in the workplace and demonstrate new abilities.

Barriers that may prevent prompt and effective application must be identified and removed if the program is to be successful.

A supportive program that includes tutoring and coaching by managers and supervisors (on the floor ) is important.

The overall effectiveness will be increased if the new skills are supported by a job and task observation process ‘on the floor’ with reinforcement.

STEP 11: EVALUATE EFFECTIVENESS AND EFFECTIVENESS OF SUCCESSFUL SKILL DEVELOPMENT PROGRAMME

It is important to also measure uptake and Learner’s satisfaction.

Uptake can be measured by having learners take post-training tests and demonstrate learned skills and abilities either by the training Provider or by external independent assessor.

Learners can offer their feedback using course evaluation forms.

STEP 12: UNDERTAKECONTINUOUS IMPROVEMENT

The improvements may include adjusting and updating the education and training materials, adjusting the time allocated to classroom theory and work site practical training, and even tweaking the instructor delivery and messaging.

Oftentimes how learning is measured needs to be adjusted over time to increase the value of the measurement results.

The findings from the evaluation process need to be used to make meaningful changes to the objectives and learning outcomes, content and instructional design.

Feedback from the passed out trainees and employer incorporating the suggestions in the training programme would help continuous improvement.

How to move Forward

How to Move Forward

Planning, Development and Implementation of an Effective Training Programme:A ZOPP workshop be organised that would

recommend the Government an acceptable effective training programs to cater to the suitable manpower need of industry and commerce by associating the stake holders of skill development:Government – Central and State (Skill Development being

concurrent subject), representative from Finance, HRD, Niti Ayog

Industry and Commerce- Large, MSME, Employer and Employee’s organisationsExperts and academia

How to Move Forward For conduct of ZOPP workshop, services of

experts such as local office of GTZ etc. can be taken for recommending strategies to create / modify an effective training program involving an eight-step process.

The recommendation of zopp workshop for incorporating the suggestions in the existing programmes or / and creating new training program can be consider to include it as an agenda in the ensuing NCVT meeting.

How ZOPP workshop can be organised ?

to recommend the Government an acceptable effective training programs to cater to the suitable manpower need of industry and commerce

ZOPP WORKSHOP (ZOPP is the acronym for the German expression “Ziel

Orientierte Projekt Planung” or “OBJECTIVES ORIENTED PROJECT PLANNING”.

It is a planning methodology (a set of instruments and procedures) for addressing the planning function in the process of managing a development project through its life cycle. Planning is the anticipation and scheduling of future actions (or interventions) together with the necessary disbursement/utilisation of resources, which are directed towards the attainment of pre-determined objectives.

As a planning method, ZOPP concerns itself with

a systematic analysis of the situation in which intervention is to be made, so as to have an understanding about how the salient elements in the situation are inter-linked;

a transparent identification and assessment of alternative intervention measures and points, lead up to the selection of preferred intervention options

scheduling of intervention measures and resource provision/utilisation towards the attainment of pre-determined and desired objectives

a systematic differentiation between intervention objectives which are attainable within the responsibilities/authority of project teams (given their resource and other frame-conditions), and those intervention objectives which can only be attained when other frame conditions become favourable.

ZOPP WorkshopThe ZOPP approach to planning is participatory is in its

application enabling respective stakeholders in an intervention initiative to undertake joint-planning, consultative/ transparent decision-making and steering/control of the implementation process.

The essential elements of ZOPP – teamwork, visualisation and facilitation – serve to improve communication and co-operative among stake –holders in a project context. The ZOPP Elements – as presented in this manual, incorporates changes and developments in the method and addresses the major criticisms of the method from those who have been applying the method in practical project planning all over the world).

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