Proposal_SGSY

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					        TITLE OF THE PROJECT
“Demand Driven employability Training to BPL
youth in identified Backward Districts of Madhya
    Pradesh” Under Swarnjayanti Grameen
            Swarojgaar Yojna (SGSY)




                    Submitted To

           Ministry of Rural Development
               Government of India,
                   Krishi Bhawan,
                     New Delhi




                    Submitted By

Centre for Research & Industrial Staff performance (CRISP),
  Opp. Manas Bhavan, Shyamla Hills Opp. Bhopal (M.P.)
   Phone: 0755 2661412; 2661559, Fax: 4220022
        E-mail: mukesh.sharma@crispindia.com
             Website: www.crispindia.com

                                             Contact person:
                                         Ms. Utpala Richharia,
                                   Sr. Manager, CRISP, Bhopal
                                        Mob. No. 09303131441
                                        utpala@crispindia.com




                                                            1
                        Synopsis of the Project
1.   Scheme                   Special project under Swarnjayanti Grameen Swarojgar
                              Yojna (SGSY)

2.   Name of the Project      “Demand Driven employability Training to BPL youth
                              in identified Backward District of Madhya Pradesh”

3.   Project Implementation Centre for Research & Industrial Staff Performance
     Agency                 (CRISP), Bhopal

4.   Objective                Training and Employment generation to rural youth
                              mainly BPL families, SC / ST and women etc.

5.   Training Centres         Following clusters in Madhya Pradesh:

                              Cluster A     Bhopal, Hoshangabad
                                            Sehore,Guna,
                              Cluster B     Mandla, Jabalpur, Seoni, katni
                              Cluster C     Sidhi,Singhroli,Rewa,Satna

6.   Trades for trainees      Readymade Garment, Sales and Marketing, Security
                              Services, P.C. Hardware Repair & Maintenance, Basic
                              Electrician, Data Entry Operator, Machine Mechanic,
                              Automation Engineering

7.   No. of trades at each 3-4
     centre
8.   Course duration        Minimum 2 months
9.   Curriculum                - Theory and practical
                               - Industrial safety, health and hygiene
                               - Personality Development
                               - Industrial exposure

10. No. of beneficiaries      10,000 nos.




                                                                               2
11. Period of the project       Minimum 2 years

12. Cost of the project         Rs. 14.96 crore

13. Cost per trainees           Rs. 14,960/-

14. Financing Mechanism         State/ PIA upto 25%
                                Centre 75%

15. Implementation Steps           -   Setting up of Centre
                                   -   Preparation of curriculum
                                   -   Mobilization of youth
                                   -   Training
                                   -   Placement and Retention

16. Placement                   Interaction with potential employers from
                                Industry, Business houses, Service sector, export
                                houses etc.

17. Monitoring standards        % attendance , % dropout, assessment of skills,
                                salary and placement

18   Outcome      of      the   Income generation to BPL families mainly
     project                    through employment

19   Exit                       As per the directive of Ministry of Rural
                                Development, New Delhi.




                                                                             3
                   TITLE OF THE PROJECT
      “Demand Driven employability Training to BPL youth in
          identified Backward District of Madhya Pradesh”

1.     INTRODUCTION & BACKGROUND

Swarnjayanti Gram Swarojgar Yojna (SGSY) is an excellent initiative of the
Govt. of India to bring poor families (BPL) through various income generation
avenues. As a part of strategy, Ministry of Rural Development has brought out a
special project under SGSY for skill development of Rural youth to make them
employable and provide a better family income.

India has a very high number of literates, school drop outs and unemployed
youth. India also has one of the highest numbers of unskilled or inappropriately
skilled manpower idling for want of opportunities. Regular or formal education is
essential for overall growth and development of the personality but unfortunately
beyond schooling, if the right direction is not given, the youth end up as ordinary
graduate or drop out even before completing school. Lack of adequate and
appropriate opportunities after schooling is one of the biggest de-motivator
resulting in high rates of dropout.

Regular education does not lead to employment or built the potential for
employability. Employability is marginally ensured for higher levels of education
and also to individuals who are exposed to profession courses. The poor and
marginally sections of the society are unable to access the same due to
economic reasons. More over, such opportunities in rural areas are limited.


The estranged rural unemployed youth include;
             Those who are deprived of higher education
             Those who are hailing from vulnerable economic background
             Those who feel that their pursuits of education will not lead to
              assured livelihood with sustainable income.
                                                                                 4
Education dovetailed with specialized skills has the potential for
employability or self employment. New initiatives have yielded positive results
ensuring sustainable employment for the skilled youth.

2.   RATIONALE AND NEED

         There has been proliferation of private and government run technical
institutions, which specialized, in vocational training. However, in spite of the
efforts, the number of unemployed youth is constantly increasing. Many of the
youth trained in such vocational institutions are also unemployed or end up with
under employment. The main problems of these vocational educational
institutions include-

        Outdated courses lacking market orientation
        Long duration of courses and unaffordable fee structure.
        No focus on life skills like spoken English and communication skills.
        Dropout youth with low education not eligible.
        Poor performance in term of placements.
        Networking with potential employers totally missing.
        Focus on theory and not on practical skills

Hence there is an urgent need for a unique and innovating market driven
approach for identifying and imparting training in specific areas, which have
scopes for gainful employment. Employability is assured after the training as it is
a demand driven training and in consultation potential employer. Going by the
huge potential, the programme could spread in all regions of the state so as to
ensure replicability.

The present initiative is to provide gainful and sustainable employment of rural
youth through intensive training in specified market driven skills. The training of
capability building modules do not limit themselves to skill training but will also
address issues like personality development, on the job training for hands on



                                                                                 5
experience etc. Each training module will be tailor made and attuned to the
market demand.


The potential employer will be motivated to give trainees the opportunity for
hands on experience. The current need is to look for avenues and options, which
have both backward and forward linkages. Besides imparting skills there is
strong need for personality development, hand holding for confidence building
and facilitating to ensure proper placement and employment.

The unemployment problem of rural youth is to be tackled through skill
development and capacity building programmes, so as to enable them to get
gainful employment or in certain cases start their own enterprise.         The skill
development training to rural youth is of immense value and would bring out a
definite change in socio-economic scenario of rural areas. It will create congenial
social atmosphere for improved social relationship and uplift the economy of the
area. Youth can live an honorable living and set example to other families to
follow the suite.

The younger generation with full of energy, talent, creativity can be provided with
a constructive approach to earn decent livelihood; so that the vulnerability of their
distraction to destructive/ antisocial activity can be averted.

It has been realized that there is a need for market driven approach for
identifying and giving training in such areas which has scope for gainful
employment. It is extremely important to impart identifiable marketable skills

Our program will be designed in consultation with potential employers, taking into
account their specific needs. The program will also address practical training,
personality development and enhance communication skills, mannerism, etc.




                                                                                   6
3.       STRENGTHS & WEAKNESS

Strengths

        Indian economy is now booming and has large potential for growth in
         infrastructure and service providers sector.
        Tremendous growth potential exists in service industry and infrastructure
         sector and many such projects are coming up in the state.
        Large number of youth are looking for employment opportunities
        Increasing demand for skilled and trained manpower, tailored to specific
         requirements.
        Experienced core team of professional who have successfully designed
         and developed market oriented courses.
        Having networking all over the state.
        Many companies required specifically trained personnel so that they can
         be put on the job directly.
        CRISP has proven strengths in this area and have conducted various
         training programme through out the country.
        This successful model will spread to other parts of MP and to other states
         to give opportunity especially to BPL families.
Weakness

        Low acceptance for job placement, if away from their home town or village
        Mismatch of aspirations, aptitude, skills and market requirement of rural
         youth
        Employable rural youth lack marketable skills and have apprehension of
         advantages from training, etc.
        Limited confidence, communication skill and entrepreneurship skills
        Unforeseen individual exigencies and drop out of the youth from the
         training
        Absorption of youth in all together new working environment and culture of
         employer.




                                                                                 7
4.       OPPORTUNITIES
         India has been witness to tremendous growth in the industrial
         infrastructure and service sector:
        Identified neighbor states have enormous scope for employability training
        Educated or school dropout youths in the state with negligible skills &
         potential group for employability training
        Potential to knit the rural youth into groups
        Potential scope exists for establishing exclusive placement centers for
         industrial, infrastructure and service industry.
        Trained and empanelled youth with the placement center can access need
         based jobs as service providers at a premium.
        Many companies wants large number of specially trained persons.




                                                                                     8
5. BACKGROUND OF CRISP (Project Implementing Agency)


i.    INTRODUCTION

      Initiatives of the Government of India to promote the weaker segment of
      the society through the Special Central Assistance Schemes and State
      Govt. schemes have been in place from quite sometime. These schemes
      focus on developing the capacity and capability of the target population to
      earn a decent livelihood and thus bringing about a change in their socio-
      economic status.

      In this endeavor, the Government of India and the various Departments of
      the Govt. of Madhya Pradesh have entrusted the Centre for Research and
      Industrial Staff Performance (CRISP), Bhopal to act as the Implementing
      Agency as CRISP has demonstrated its capabilities, supported by its
      state-of-the-art infrastructure and a strong network base to impart
      employment oriented training under various schemes. CRISP has to this
      end, extended its efforts and initiatives for the benefit of the weaker
      section community, by implementing skill development professional
      programmes and providing mainly for wage-employment, under the said
      scheme.

ii.   CRISP’s EXPERIENCES

      One of the main objectives of CRISP is to provide skill development
      training to women and persons of the weaker sections of the society so as
      to improve their employability in order to earn a decent livelihood.

      Major programmes that highlight CRISP’s contribution to meet the
      above objective and commitments through the various schemes of
      the Govt for the target population (i.e) the neglected, deprived and
      weaker section of the society are as follows:




                                                                               9
          Vocational Training for Employment Generation – a UNDP sponsored
           programme – VoTEG.
          Multiskilling training for sustainable jobs to rural youth - “Barefoot
           engineer program”
          Data Entry Operator Programme for socially disadvantaged group
           (scheduled caste/ schedules tribes).
          Tribal Youth Training and Employment Cell in Hi-tech (TYTECH)
           program
          Training on Multimedia for Physically Handicapped disadvantaged group
          Training and certification in vocational skills.
          Training for the grass-root target group in crafts and handloom clusters
          Training to the unemployed youth belonging to the Schedule Caste
           Category    in   areas    of   Industrial   Automation,   Modern   Office
           Management, Fashion Designing, Interior Designing & Computer
           Aided Designing.


       CRISP is imparting training to more than 1500 youths of weaker sections
       annually under these programs. The success of these programs is
       measured by getting the trainees into self or wage employment; among
       which the focus lies more on wage employment, which presently averages
       to 75%.

iii.       CRISP – an organisation with sound position :

       CRISP is an organisation with appreciable amount of resources at
       its command: Besides the projects and programmes undertaken by
       CRISP with financial assistance from outside (outside CRISP), it has
       been running a number of prestigious projects with its own finances. Any
       organisation needing dependable, efficient and quality services shall
       have in CRISP a partner. It is to reiterate that, besides financial
       capability, CRISP has access to resource persons, experts and
       specialists having varied experience of working on major international
       projects.


                                                                                 10
6. Programmes run by CRISP for weaker sections

i.   Data Entry Operator

     The programme is targeted to youths of scheduled caste who have not
     pursued education after 10th standard and have remained unemployed.
     The six-month training program is being delivered successfully since
     2000-01 with an approx inclusion of 35 – 40 % female candidates in each
     programme. The trainees are selected from poor families in villages with
     the help of the district administration. They are provided inputs on
     computer fundamentals, typing and MS office, training also include
     modules on English and personality development. The program
     accomplishments are excellent with around 85% placement.




ii   Modern Office Management

     (Computer based employment-oriented course)
     This programme sponsored by the Schedule Caste & Tribal Welfare
     Department, Government of Madhya Pradesh;
     100% success rate achieved and all trainees got placement. Jobs were
     mostly offered by the companies where the trainees undergo one month
     on- job-training (OJT). Though the success rate for employment is 100%
     some of the trainees also opted for higher education. A participation of
     around 40% girl trainees has been seen in the programme.
     Much emphasis is given on personality development and on speaking in
     English.
     Outreach: Madhya Pradesh and Chhattisgarh States
     Duration: 10 months (Full Time)
     Year of start: 1999-2000 to date




                                                                          11
iii    INDUS CHILD LABOUR PROJECT – An International Programme on
       Elimination of Child Labour

       The INDUS Child Labour Project of the International Labour
       Organisation (ILO) is an action-oriented programme and includes
       inter-related interventions. The project was envisaged to be
       implemented in the districts to prevent and eliminate child labour in
       the identified hazardous sectors and provide            vocational training
       interventions to the adolescents, in the age group of 14 – 17. CRISP
       has implemented the project in the District of Jabalpur in the State of
       Madhya Pradesh.
The success of the project goes like this – out of 1000 trainees, 743 were placed
on completion of the project, while the rest started their own enterprises.

iv    Data    Entry-cum-Multimedia           Programme         for    Physically
Challenged
       (Computer based employment-oriented course)
       Sponsored by the Department of Tribal Welfare, Government of Madhya
       Pradesh, this particular programme is being conducted for a specific
       segment of the society, who are Physically Challenged and exclusively
       belonging to the Scheduled Tribes. The trainees are trained in Data entry
       operations and in the area of multimedia; a novel feature of this
       programme is that a lot of emphasis is given on personality development
       and on spoken English, with efforts to develop communication skills too.



       This training allows the trainee to have a flexibility in choosing from two
       options for getting an employment.


       Outreach: Tribal belts in Madhya Pradesh between the age group 18 to
       30 years
       Duration: 10 months


                                                                                  12
  v.    Job- Oriented Training in Security services & ready-made Garments

        Sponsored by the Tribal Welfare Dept. & Narmada Valley Development
        Authority (for youth dislocated after the floods in the area of Harsood
        (Distt. Khandwa (M.P.); training was provided to the youth in the service
        sectors - Security Services & Ready-made Garment. These training were
        successfully carried out with 100% offers for placement of trainees.


  vi.    Vocational Training for Employment Generation (VoTEG)

        The UNDP, through the Department of Science and Technology
        (Government of India) initiated a programme through CRISP for training
        rural youth in skill sets that were in demand in their villages / towns; the
        aim was to enable the youth to earn a decent livelihood in the village itself,
        the impact of the programme was such that migration to cities was seen to
        be curbed in a big way.

        The training areas were identified from a survey conducted in rural areas
        of Madhya Pradesh mainly in house wiring & Tractor repair. The training
        helped the trainees to get jobs in local shops, while some laid down their
        own shops.

vii     Barefoot Engineers (Gramin Engineers)

        With the initiative of the Government of Madhya Pradesh the programme
        was launched for villagers and the scheme was named as “Barefoot
        Engineers”. The target of this programme is to place one trained engineer
        at each of the 52,000 villages of Madhya Pradesh in 10 years. . CRISP is
        now supporting the programme through training the trainers of the
        institutions. Started in 2003 at CRISP, around 3000 rural youths are
        being trained annually as Barefoot Engineers through Government
        institutions.




                                                                                   13
viii.   Micro enterprise promotion
        In order to promote technology-based entrepreneurship, the Small
        Industries Development Board of India (SIDBI) and the Department of
        Industries    in   Madhya   Pradesh   regularly sponsor micro-enterprise
        promotion training programmes for unemployed youth. Starting from 1999,
        CRISP has conducted more than 25 programmes in the states of Madhya
        Pradesh, Gujarat and Goa.

ix      Programmes         in   Design   Development    in   Crafts   (Craft   based
        employment-oriented programmes for grass-roots)
        CRISP has established a State Initiated Design Centre in Handicrafts
        under which various Craft based Design Development training cum
        workshops have been organized to benefit the grass-root level
        beneficiaries in technical skill up gradation for developing market-driven
        products; the programmes have been sponsored by the Ministry of
        Textiles Development Commissioner (Handicrafts), Govt. of India, in which
        about 993 beneficiaries (50% females) have benefited by way of skill
        upgradation

Especial workshops and seminars for artisans and weavers are being regularly
organized by the CRISP in association with Panchayat & Rural Development
Department & Ministry Of Textiles.

x.      Training and certification in Vocational skills

Sponsored by the Department of Technical education and Training, Government
of Madhya Pradesh, the aim of this programme was to train unskilled and semi
skilled people in identified trades where no formal training is available.

The, identified 17 trades in the non-formal area were namely, plumbing,
masonry, 2-wheeler repair, house wiring etc; people usually inherit or learn these
skills from others while working on the job. The idea was to offer structured
training in these trades in modules of 3 to 6 months and certify the competency
of the trainee so that the trainee could take up jobs / opt for self employment. The
target groups were unemployed youth, school dropouts and semi-skilled workers.

                                                                                  14
7.      OPERATIONAL PRACTICES ADOPTED:

Designing of training programmes

1. Demand-led Training; skills taught as determined by existing or recognizable
     potential opportunities in the market (i.e.) Identification of employment
     opportunities prior to conducting training was an important step followed in
     training programmes.

2. Skills to be imparted, pre-focused at wage employment, self-employment,
     depending on the training programme objectives, because each requires a
     different approach.

3. Rural skills training for grass root level target group are carried on-site.

4. For those already working, training was focused on skill enhancement (i.e.)
     upgradation of existing skills, so that they could increase their income.

5. A well developed networking and association with potential employers as
     Industries & Enterprises / Associations, etc. who pose their demand for
     manpower requirement in their specific domain of work.

6. Association with support institutions who provide their infrastructure &
     expertise for training where CRISP does not have its reach.

Organization and delivery of training –Approach
1.    Training programmes are given attention to characteristics of the target
      group, time & work constraints of the trainees and adapt a client friendly
      delivery in terms of course duration, location (close proximity to the
      trainees) and a flexi-timing schedule.

2.    Awareness raising is one of the primary activities in programmes specifically
      designed for the grass-root for which aggressive effort are made to
      introduce the benefits and importance of the schemes and programmes to
      the target group.

3.    Selection of trainees is done by taking into consideration the trainee’s
      interest for acquiring a particular skill or multi-skilling and the desired future


                                                                                     15
          use of the skills; consequences of dropping out of the course in these
          cases is almost nil.

     4.   The training content covers just 10 to 25 per cent of the time to theory; focus
          is on the most effective method of imparting training - the practical hands-on
          approach. Other methods adopted are, demonstrations, repetition and trial
          and error, and on-job-training (OJT) for live-environment experience in
          institutions, enterprises and with private agencies.

     5.   Training curricula is practical, ideally in local languages and, to the extent
          possible, suitable for illiterate trainees wherever the literacy level of trainee
          mattered (ie), included more visual presentations / pictures.

     6.   To enhance the relevance of skills training programmes, trainees are
          provided additional inputs on life skills, spoken English & Communication
          skills.

C.    Gender aspects:

     1.   Conscious effort to include girls and young women in training programmes,
          to at least 30%.

     2.   Support facilities and measures including hostel, transport facilities to
          encourage participation of this gender, in the training.

     3.   The pool of women trainers is being increased.

     4.   Public and private employers are being encouraged to employ increased
          number of female apprentices.

D. Post-Training Assistance:

      1. Training programmes also includes training counseling that seek to match
          the interests of the trainees with the available opportunities.

      2. Training programmes that are aimed for wage employment, include career
          counseling and assistance for job placement by the CRISP through
          Institutional networking & NGOs.

      3. A feedback system from the employers of those trainees who have opted
          for wage-employment mode of earning, while we have a well designed

                                                                                        16
       monitoring system developed to track the progress of the trainee who have
       opted for self-employment mode of earning;

E. FUTURE INITIATIVES

        The success of the schemes and programmes has established the fact that
        sustainable wage employment / jobs and self-employment can be created by
        providing skill-based training.

        With this background CRISP plans to venture into the developmental Special
        SGSY scheme of the Ministry of Rural Development (GOI) focused on
        employment in job oriented trades by way of Training i.e. technical skill
        development in identified area where the demand for wage employment is
        tremendously high.




                                                                             17
8. CAPABILITY STATEMENT OF CRISP (PIA)
  i. Experience of working with Government (s), Industries, Organisations
  and the Society:

     CRISP is an ISO 9001: 2000 autonomous organization established under
     the Department of Technical Education and Training, Government of
     Madhya Pradesh in association with German Technical Co-operation
     (GTZ) to provide training, consultancy and research services to
     Government sector, weaker sections of the society, developmental
     institutions,     unemployed      youth,   industries   &   non-governmental
     organisations.

     CRISP has strong networking with State & Central Government and has
     experience of working closely for the upliftment of the socio-economic
     status of unskilled manpower in rural, semi-urban and urban areas. CRISP
     has been providing services to various State Governments for strategic
     planning, implementation of area and target oriented developmental
     schemes         aiming   at   unemployment   eradication,   capacity   building,
     institutional development, removal of regional imbalances and economic
     disparities.

     Various departments of the Government of Madhya Pradesh (M.P.) have
     acquired our value-based services in the following areas:




                                                                                  18
Areas                Beneficiary Departments

Poverty alleviation Panchayat and Rural Development , Government of Madhya
and unemployment Pradesh (M.P.)
eradication
                    Tribal and Schedule Caste Welfare Department, Government of
                    M.P.

                     Technical Education and Training Department, Government of M.P.

                     Commerce and Industry Department, Government of M.P.

                     Development Commissioner (Handicrafts), Ministry of Textiles,
                     Govt. of India

                     Development Commissioner (Handloom), Ministry of Textiles, Govt.
                     of India

Capacity Building Tribal and Schedule Caste Welfare Department, Government of
and     Institutional M.P.
Development
                      Technical Education Department, Government of M.P.

                     Technical Education Department, Government of Goa.

                     Technical Education Department, Government of Gujarat

                     Co-operative Department, Government of M.P.


                     Development Commissioner (Handicrafts), Ministry of Textiles,
                     Govt. of India

                     Development Commissioner (Handloom), Ministry of Textiles, Govt.
                     of India

                     UNDP

                     ILO

Networking      and Department of Agriculture, Government of M.P.
Public partnership
                    Commerce and Industry Department, Government of M.P.

                     Technical Education and Training Department, Government of M.P.

                     Public Relations Department, Government of M.P.

                     Revenue Department (Land Records)

                     Rajiv Gandhi Technological University, Bhopal.

                     Department of Transport                                   19
ii. Livelihood programme/process in the region BY CRISP

   CRISP has initiated and participated in planning, implementation and
   conducting various livelihood programmes in the state of Madhya
   Pradesh. The Department of Science & Technology, Government of India
   entrusted the responsibility of implementing a UNDP supported Vocational
   Training Programme of employment generation for the rural youth in the
   State of Madhya Pradesh. A survey was conducted to identify the training
   needs of the youth in rural & semi-urban areas with a view to develop
   multi-skilled persons. In the trades identified by the survey, a great
   number of youth have been trained. Most of them are self-employed and
   are earning their livelihood as a result of the professional inputs provided
   by CRISP over a period of time.

   Based on the experience gained, a number of other livelihood projects
   sponsored by the Government of Madhya Pradesh were undertaken by
   CRISP. Gramin Engineer (Village Engineer) Scheme; Employment
   Oriented Vocational Training, Entrepreneurship Development Programme;
   Employment Oriented Computer Training for Physically challenged youth
   and weaker sections of the society, Employment Oriented Design
   development training in Fashion designing, Handicrafts & Handloom, are
   few of such initiatives supported by CRISP.

   Other programmes aiming at providing skills in such emerging areas as
   Information Technology, Office Management, Advance Technology areas
   (for Job seekers) are also run on a regular basis. These areas were
   identified as having potential for wage & self-employment. On successful
   completion of these programmes, the trainees are awarded certificate of
   competence, which help them in future.

   The process of all the programmes included need identification, curriculum
   design, design of modular courses, preparation of suitable training
   material, training of trainers and a system of assessment and evaluation.




                                                                            20
       We undertake research with a view to make an assessment of our efforts.
       As a part of our strategy, sample of the successful trainees are contacted.

       Most of them expressed happiness & satisfaction over the success of the

       programmes. We ensure that they are properly employed and have better

       employment opportunities. CRISP has presently, on hand, tracer studies
       of 4 ongoing schemes initiated by the Department of Training,
       Government of

       Madhya Pradesh.

iii. Specific Activities carried out for the Department of Rural Development:
      Developing a Perspective Plan for Datia District under NREGA
       Scheme

       A five year Perspective Plan for the District was developed under the
       NREGA scheme. The project was developed for providing 100 days of
       employment to the rural poor household in the 4 blocks of Datia district
       (M.P.) for the Zila Panchayat, Datia.

      A detailed study of the SGSY SHGs in 5 Handicrafts & development
       of a Database of the study

       A survey / study was carried out under the SGSY scheme for the Dept. of
       Panchayat & Rural development, Govt. of M.P for identifying the functional
       SHGs in 5 crafts in M.P., and a database of the SHGs was created giving
       the status of each. The study was a part of the scheme of the Ministry of
       the Rural Development, GOI for all State; however, in M.P. CRISP was
       the executing agency.

      Workshops and seminars for artisans and weavers

       Special workshops and seminars for artisans and weavers are being
       regularly organized by the CRISP in association with Panchayat & Rural
       Development Department at the Bhopal Haat (the marketing centre of the
       Department of Rural Development), as and when there is a Haat is open.
                                                                            21
      9. GOVERNING BOARD OF CRISP
###      Name                 Occupation               Office held                Address
                                                         in the
                                                         CRISP

1.    Prof. H.    P.   Director General, Office of   Chairman CRISP   Office of Good Governance &
      Dikshit          Good Governance & Policy          Society      Policy Analysis, Govt. of M.P.,
                                Analysis                              Narmada Bhawan, Bhopal
                                                                      (M.P.)
2.    Shri Jaideep     Principal Secretary, Dept.      Member,        Govt. of Madhya Pradesh,
      Govind, I.A.S    of Technical Education &      CRISP Society    Department       of     Technical
                                Training                              Education and Training,
                       Govt. of Madhya Pradesh                        Mantralaya, Bhopal (M.P.)

3.    Shri Ashok       Secretary, Dept. of             Member,        Govt. of Madhya Pradesh,
      Das, I.A.S       Finance                       CRISP Society    Department of Finance,
                        Govt. of Madhya Pradesh                       Mantralaya, Bhopal. (M.P.)


4.                     Commissioner, Dept. of          Member,        Department of Industries,
      Shri Deepak      Industries                    CRISP Society    Govt. of Madhya Pradesh,
      KhandekarI.       Govt. of Madhya Pradesh                       4th Floor, Vindhyachal Bhavan
      A.S.                                                            Bhopal - 462 004. (M.P.)

5.    Shri    R.K.     Executive Director, BHEL        Member,        Bharat Heavy Electricals Ltd.,
      Singh                                          CRISP Society    Administrative Block, BHEL,
                                                                      Bhopal. (M.P.)

6.    Shri S.M.                                         Member,       Office of the Development
      Ahuja            Additional Commissioner,       CRISP Society   Commissioner (SSI)
                       Office of the Development                      Ministry of Small Scale
                       Commissioner (SSI)                             Industries,
                       Ministry of Small Scale                        Government of India,
                       Industries,                                    Nirman Bhawan, 7th Floor,
                       Government of India                            Maulana Azad Road,
                                                                      New Delhi - 110011.

7.    Dr. (Mrs.)       Director-in-charge,              Member,       National Institute of Technical
      Anita                                           CRISP Society   Teachers’ Training & Research
      Bhatnagar        National Institute of                          Shaymla Hills, Bhopal. (M.P.)
                       Technical Teachers’
      Jain             Training & Research
8.    Shri             Chairman, CII – M.P.             Member,       CII – M.P. Chapter,
      Rajendra         Chapter,                       CRISP Society   M.P.State Office,
      Prasad,                                                         E-2/109, Arera Colony Bhopal
                                                                      (M.P.)

9.                     Vice President,                  Member,       1st Floor, Kharghar Node,
                       M/s Siemens Ltd.,              CRISP Society   Plot No.2, Sector 2,
                                                                      Navi Mumbai -410210.



                                                                                            22
10.   Shri Ashish      Director,   Department   of        Member,        Department       of   Technical
      Dongre           Technical Education,             CRISP Society    Education,
                       Government     of    Madhya                       4th Floor, Satpura Bhawan,
                       Pradesh,                                          Bhopal. (M.P.)

11.   Shri  S.      S.   Managing Director                 Member,        217, 18 Manas Bhawan
      Choudhari          Maya Spinners,                  CRISP Society    HSS Compound, 11 RNT
                                                                          Marg Indore – 452 001 (M.P.)

12.   ShriA.K.           Plant Head,                       Member,        Kankroli. Dist.
      Makkar             J. K. Tyres Ltd.,               CRISP Society    Rajasthan
                         J. K. Gram, P. O. Tyre                           Rajasthan – 313 342
                         Factory

13.   Dr.     Sanjay     Regional Officer,                 Member,        Tagore Hostel, Shyamla Hills,
      Sharma,            AICTE, Western Region,          CRISP Society    Bhopal – 462013. (M.P.)

14.   General            General Manager (SCX)             Member,        Administrative Block, Piplani,
      Manager            Bharat Heavy Electricals        CRISP Society    Bhopal (M.P.)
      (SCX),             Ltd.(BHEL)
      (BHEL)
15.   Shri Kuldeep       Ex. Vice President, HEG           Member,        HEG Ltd., Mandideep,
      Puri,                                              CRISP Society    Bhopal. (M.P.)

16.   ShriV.S.           Sr. Vice President                Member,        198-202, New Industrial Area
      Satpute,           Lupin Ltd.                         CRISP         No. 2,
                                                                          Mandideep 462046. (M.P.)
                                                            Society
17.   Dr.   Naveen       Director,                         Member,        Hoshangabad Road, Near
      Chandra,           Advanced Materials &            CRISP Society    Habibganj Naka, Bhopal-26.
                         Processes Research                               (M.P.)
                         Institute, (AMPRI)


18.   Dr. B. P. Singh,   General Manager (HRD)             Member,        1st Floor, Corporate Office
                         Indian        Petrochemicals    CRISP Society    Gorwa-undera Road
                         Corporation Ltd., (IPCL)                         P. O. Petro Chemical Town
                                                                          Ship
                                                                          Dist. Vadodara – 391 346

19.   Dr.K.S.Pandey,     Director                          Member,        11/1, MANIT Campus,
                         Maulana Azad National           CRISP Society    Bhopal - 462007. (M.P.)
                         Institute of Technology,

20.   Shri               General Manager (Engg.)           Member,        Off Masar Chowkadi,
      ShriV.L.Kevadi     Gujarat Glass Ltd.,             CRISP Society    Masar Gajera Road,
      a,                                                                  Village Ucchad,Taluka
                                                                          Jambusar,
                                                                          Bharuch, Gujarat.




                                                                                                23
21.   Shri Ashish    Head,                          Member,        E-2/109, Arera Colony
      Vaidya,        M.P.State Office             CRISP Society    Bhopal – 16 (M.P.)
                     Confederation of Indian
                     Industry - CII,

22.   Shri Jublee    General Manager (HRD)          Member,        Mandideep Bhopal.
      Pillai,        HEG ,                        CRISP Society    (M.P.)

23.   Shri           Chief Manager, Siemens         Member,        Thane Belapur Road,
      Neelesh        Ltd.,                        CRISP Society    Thane,
      Sawant         A&D / CCR - Customer                          Maharashtra State - 400
                     Training                                      601
                     Technical Skills
                     Development Centre,
                     Kalwa Works,

24.                  Director, S.G.S.I.T.S.,        Member,        23, Park Road,
      Dr. R.K.                                    CRISP Society    Indore – 452 003. (M.P.)
      Shrivasta
      va,

25.   Shri    T.K.   Principal,                     Member,        Shamla Hills,Bhopal – 462
      Shrivastava    S.V. Polytechnic,            CRISP Society    002. (M.P.)
      ,



26.   Shri           Sector Head,                   Member,        B 5/1, Safdarjung Enclave
      Manfred        GTZ-PISE                     CRISP Society    New Delhi-110029, India
      Haebig         German       Development
                     Cooperation (GTZ)
27.   Dr.H.K.        Advisor,                       Member,        Technology Bhawan, New
      Mittal,        Deptt. of Science and        CRISP Society    Mehrauli Road,
                     Technology,                                   New Delhi – 110 016
                     Govt. of India,

28.   Shri Gunter    Country Director,               Member,       21, Jor Bagh,
      Dresrusse,     GTZ Office India,          CRISP Society      New Delhi – 110 003

29.   Managing          Managing Director,               Member,          102,      Industrial
      Director,         Eicher Motors Ltd.,            CRISP Society      Area No. –1,
                                                                          Pithampur,    Dist.
                                                                          Dhar, M.P. 454775

30.   Shri  Rajesh A.G.M., Marketing                     Member,          CRISP
      Maheshwari   CRISP                               CRISP Society      Bhopal (M.P.)

31.   Shri Mukesh Chief Executive Officer               Secretary,        CRISP
      Sharma      CRISP                                CRISP Society      Bhopal (M.P.)




                                                                                       24
10. CRISP AS IMPLEMENTING AGENCY
In close collaboration with the DRDO Department of Rural Development, CIRSP
would carry out the following activities:


             Conduct a detailed study on Employability Potential Assessment
             Identify potential trades
             Identify and select potential youth for the training
             Facilitate the establishment of decentralized training centres.
             Facilitate the training of trainer for the centres
             Facilitate the intensive training program including practice sessions
              for the selected rural youth
             Facilitate on the job training cum apprenticeship for the selected
              rural youth with the potential employers
             Facilitate the placement of the trained and empowered rural youth
             Build the capacity and empower the local NGOs etc. for replicating
              the model
             Empower the strengthen the placement cell at the state level for
              subsequent placement & revenue generation.




                                                                                25
11. PROJECT TEAM

A core team would be formed drawing experts from following areas
- Technology
- Operations
- Human Resources Development
- Financial management and budgeting
- Management and Administration
Proposed list of Project Team :
     1.       Shri Mukesh Sharma              – Chief Executive Officer
     2.       Ms. Utpala Richharia            - Project Director for Overall Project Coordinator
     3.       Shri Rajesh Maheshwari          - Marketing Coordination
     4.       Shri Rajesh Pachgade            - Training Coordination
     5.       Shri L.N. Verma                 -   Expert - Curriculum & Manual development
     6.       Shri K.S. Asthana               -   Expert - Monitoring & evaluation
     7.       Dr. (Ms.) Sansmriti Mishra      -   Expert Behavioral Sciences
     8.       Shri Faisal Jafri               -   Placement coordination
     9.       Shri Mathew John                -   Mobilization of rural youth
     10.      Ms. Shalini Pandey              -   Training sub-coordination
     11.      Shri K.K. Pateria               -   Logistics arrangements & Placement sub-
                                                  Coordination
     12.      Other experts will be taken as and when required


These experts shall be retained on contract basis and shall be appropriately
compensated. They will look into overall implementation and performance of the
Centre, including, the following:


1.         Selection of trainer, development of training material and training of trainer.
2.         Web operations to provide and maintain complete information system.
3.         Curriculum development
4.         Placement coordination
5.         Monitoring and Review




                                                                                      26
12. ULTIMATE OBJECTIVE OF THE PROJECT

  1. Poverty alleviation through employment generation
  2. To enhance and provide skill to the trained youth for sustainability and
     better quality of life
  3. To provide market driven employment opportunity for marginalized youth
     with low education.
  4. Intensive mobilization of youth in neighboring village and towns and build
     capacities to take up training programmes focusing on employability and
     entrepreneurship opportunities, which is of an enormous advantage to
     them.
  5. Built   capacities       in   other   districts   to   ensure   employability   and
     entrepreneurship training in targeted areas by tapping market driven
     employment opportunity.

PROJECT OUTCOME

  1. 12 training Centre will be established having the option to set up others
     centres in Madhya Pradesh.
  2. 10,000 youth gaining sustainable employment / self-employment.
  3. Capacity built up and mentoring support will be extended to interested
     local NGOs for the continuation of programme.




                                                                                      27
13.       ACTIVITY PLANNED

         Confirm the identified districts in consultation with Department of Rural
          Development, Government of Madhya Pradesh & Ministry of Rural
          Development, Government of India.
         Carry out a detailed scientific employability Potential Assessment (EPA)
          study for each identified district.
         Intensive Community Mobilization Drives (CMD) in adjoining rural areas
          for induction of trainees.
         Design and develop detailed curriculum for the identified trades/services
          with potential and scope for employability.
         Conduct aptitude test and finalize the list of trainees course-wise
         Train and equip the trainers and faculty.
         Intensive training for 2 months including practical sessions.
         To facilitate on the job training in specified areas and identifies industries.
         Training on personality and life skills development including confidence
          building.
         Create a network of agencies and necessary linkages in the vicinity of the
          centre for placement.
         Create a data base on the trainees and establish a well equipped
          placement centre with forward and backward linkage at the state level
         Ensure quality checks at every stage with strict monitoring and supervision
         Facilitate placement of the trainees
         Form and strengthen alumni association of the pass out
         Create a blue print for replicability ensuring flexibility for catering to the
          local need and demand
         Link the demand driven training to placement centres




                                                                                        28
14. DISTRICTS SELECTED FOR TRAINING

While finalizing the Training centres, following has been kept in view:


      Convenient linkage to village and town having youth population living
       Below Poverty line.
      Proximately to growth centres.
      The centre is able to organize necessary infrastructure needed for
       training.
      Facilitate communication with industry, infrastructure project, business
       houses to have their consent for getting on the job training and
       subsequent placement.


On this basis Training Centre have been divided into three clusters, each having
4 districts, have been considered:


Proposed Districts : 12

Cluster A     :              1.      Bhopal
                             2.      Hoshangabad
                             3.      Sehore
                             4.      Guna

Cluster B     :              5.      Mandla
                             6.      Jabalpur
                             7.      Seoni
                             8.      katni

Cluster C     :              9.      Sidhi
                             10.     Singhroli
                             11.     Rewa
                             12.     Satna


Adjustment in the location of Training centre can be done if so advised, by DRDA
and other authorities.




                                                                                  29
15. SELECTION OF TRADES


We have interacted with large number of companies, apprising them of the skill
development programme being planned and shall be tailored to their specific
requirement. We have further explained them the advantages , they would have
in getting trained staff and also keeping in view cooperate social responsibility,
the response has been overwhelming. There is general agreement in absorbing
these trainees and formal communication from the industries/business houses
can be had, once project has taken some shape. It is quite clear that placement
up to 75 - 80% would be practical.


On this basis, we planned to take up following trades for this project. However,
not more than 3 – 4 trades would be taken up in a particular centre.


             (1)   Readymade Garment Manufacturing
             (2)   Sales and Marketing
             (3)   Security Services
             (4)   P.C. Hardware Repair & Maintenance
             (5)   Basic Electrician
             (6)   Data Entry Operator
             (7)   Machine Mechanic
             (8)   Automation Engineering
             (9)   Handicrafts


16.       TRAINING DESIGN


          One of the unique aspects of the proposed project is its training design.
The training design would ensure the following:


         Training modules would be tailor made to suit the needs and demands as
          per the opportunity available in the local market and rural context. This
          would be arrived at through a detailed Employability Potential Assessment

                                                                                30
       (EPA) of the target area. EPA would include collection of information from
       all stakeholders and sources like industries, business houses, service
       industries, government agencies, industry associations, etc.


      Program will focus equally on technical skills and personality development
       of candidates. Besides quality technical skills (theory, practice and on-job),
       training modules would include a significant amount of inputs on
       personality development like spoken English, communication skills,
       mannerisms etc. required to meet the market demands.
      Quality inputs would be imparted to candidates on life skills like savings
       and financial management, awareness and best practices on health and
       hygiene issues, HIV/ AIDS etc.
      Program would include a regular interface with local business industrial
       and     other   potential   employers   for   course   development,     training
       methodology, placement and building backward and forward linkages.
      On the job training and apprenticeship would be an integral part of all
       training courses. This would help candidates understand job requirements
       and environment better to enable them to make right choice in choosing
       jobs.
      All candidates would be provided with both pre and post placement
       support as well as hand-holding and linkages under the program.
      Flexibility and demand driven approach would ensure that the program is
       modified to suit local context ion the proposed area of intervention.




TRAINING STEPS
A flow diagram for training of candidates is as follows:

                            Market Assessment


                          Trade feasibility Study



                                                                                    31
        Mobilization of BPL youth


    Establishment of Training Centre


     Selection of Trainer and training of
                   Trainers

    Councelling of potential youth for
              participation

 Aptitude Test & Selections of Trainees


        Designing Training Module

 Curriculum Development & Interaction
        with employers/ expert

Training
- Skill Development
- Personality Development (including English
Spoken, computer applications)

      Practical Training & Mock Test


            On the job training


           Development of MIS


               Web Mounts


   Establishment of Placement Centre


Interaction & Placement with employers


            Alumni Association



               Job Tracking




                                               32
17.       TRAINING PHASES
Stage 1: Pre Training phase
         Employability Potential Assessment
         Selection of courses
         Procurement of infrastructure
         Liaison and inputs from potential employers
         Curriculum development
         Selection of trainers
         Training of trainers
         Mobilization of candidates
         Aptitude test
         Individual counseling of candidates and parents
         Selection of candidates


Stage 2: Regular Training phase
         Induction of candidates
         Training of candidates: theory and practical
             o Technical skills
             o Life skills
             o Personality development
         Guest lectures by experts and potential employers
         Exposure of candidates to work places
         Tracking individual performance of the candidates
         On the job training/ apprenticeship
         Development of candidates profile and inputs for employment readiness

Stage 3: Post Training phase
         Organizing interview and placement support
         Post-placement follow up for additional support to candidates
         Employer feedback for improvement in curriculum and methodology
         Alumni association and experience sharing


                                                                                  33
18. PERSONALITY DEVELOPMENT SKILLS
Orientation programme will be organized for personality development, confidence
building and self esteem, improvement in communication skills, self discipline,
safety, health and hygiene aspects including AIDS awareness.


19. QUALITY TRAINING
A high standard of training scheme shall be enforced so that students acquire
better skills and over a period of time industry recognizes high quality of students
coming out from such training centres.
A quality manual / curriculum will be developed on lines similar to ISO 9000, to
standardize and implement the programme in a meticulous manner.


20. IMPLEMENTATION PLAN

Pre Training phase

The pre training phase would consist of preparatory activities for launch of
training of candidates. It would include employability potential assessment and
identification of courses, identification of building and procurement of required
infrastructure, recruitment of trainer and their training, spreading awareness
about the program and mobilization of candidates etc. a brief description of
activities in this phase is as following:


      Employability Potential Assessment


       A team of professionals and local persons (NGOs staff, technical
       institutes) shall conduct a detailed market survey to access the potential
       trades for employment in the local area. It would involve collection of
       demographic and market potential related information of the target area.
       Secondary source as well as direct contact with the business
       establishments and industries in the area would be carried out to assess
       specific human recourse requirements. This assessment would form the



                                                                                 34
    basis of the finalizing the training courses and development of curriculum
    according to the market demand.


   Selection of courses / trades
    Based on Employability potential assessment, those trades will be
    identified for which there is demand of human resources in the local area.
    Accordingly courses to be taught will be finalized. Chosen courses would
    continues in subsequent batches till reasonable number of candidates as
    per potential assessment are trained. The course may be taken off
    temporarily for a few batches as per market demand and survey.


   Infrastructure
    For each of the centres necessary infrastructure would be procured before
    commencement of training. Besides, other required infrastructure like
    computers furniture, tools machinery, etc. would be procured, care will be
    taken to have sufficient infrastructure to the number of candidates.


   Interaction with matching Potential Employers


    Close interface would be maintained with potential employers and experts
    in the courses taught. The primary aim of this interface would be get to
    inputs on skill required, course content, methodology etc. The potential
    employers would help to understand the gaps in the skills required and
    existing pool of human resources. These identified gaps built-in in the
    course content will increase the existing employment potential and fetch
    higher income levels.


   Curriculum Development & Learning
    Curriculum for each of the identified course would be developed by
    experts. Each course curriculum would be modified parties local
    requirements. The curriculum would be balanced to proved due theoretical
    and practical inputs as well as exposure and on the job training to the


                                                                              35
    candidates within the stipulated duration of training. The curriculum would
    be flexible to take care of the individual needs of the candidates. The
    curriculum would also be update and modified periodically to suit the
    changing market dynamics.


   Selection of Trainer
    Trainers of the identified trades for training would be selected from the
    local area as far as possible. Focus would be on selecting trainers who
    have more job exposure rather than academic knowledge. The trainers
    would be people will at least 2 years of industrial exposure pertaining to
    the respective courses. Proficiency in basis communication skills and
    familiarity with the local language would also be factors in selection of
    trainers. One of the important tasks of the trainer would be to network with
    industries and business establishments for placement of the candidates
    after the training.


   Training of trainers


    CRISP has a centre pool of experts who are dedicated to designing
    course content, curriculum, methodology etc. Before the selection trainers
    get involved in the actual training process of the candidates, a thorough
    training would be conducted to orient them for the program by the central
    pool. This training would ensure uniformity in meeting the high standard
    setup for imparting training. The trainers would also be made to undergo
    regular development     and fresher courses to regularly update their own
    skill sets.


   Mobilization of Candidates
    Events would be organized with an objective to spread awareness about
    the programme and motivate candidates to join the course. During the
    half-day event, all the potential youth for employability training would be
    assembled and the concepts of the program would be introduced to them.



                                                                             36
   Aptitude Test
    CRISP has a scientific designed aptitude test for the candidates. This
    aptitude test has been designed by experts and helps assess the level of
    knowledge and interest of the potential candidates. All potential
    candidates interested in the program would be made to undergo this test
    and based on their performance and interest, they would be assigned to
    various courses being offered by the program.


   Individual Counseling


    After the aptitude test, each candidate and their parents would be
    counselled personally. This would help them to understand the program
    better and take care of any doubts that they may have regarding the
    program. Counseling would also help in increasing the confidence, interest
    and ownership of the parents in the choice of program and course for their
    children.


   Selection of Candidates


    Pre training activities would culminate in the Selection of candidates for
    the training courses. Candidates would be selected on the basis of
    individual counseling and their aptitude test. Care would be taken that
    large number of the beneficiary should be from below poverty line
    belonging mainly to rural or semi urban areas.


   Regular Training Phase
    Training phase forms the core part of the program in which activities
    pertaining to actual training of the candidates are undertaken. A brief
    description of the activities in this phase is as follows:




                                                                           37
   Induction of Candidates


    All Selected candidates would be made to undergo a one-week induction
    module. This module will be conducted for all candidates together
    irrespective of their courses. Induction module consists of several informal
    games, group exercises, presentations and interactive sessions.


    The main objective of Induction module will be integrated the candidates
    with the program and help them to gain confidence and start opening up to
    have a broad attitude during the training. The candidates will also come to
    better know each other and the trainers for the courses.


   Training of Candidates


    Each training course is designed for duration of around 2 to 2½ months.
    Each course has a specifically designed curriculum as per the local
    demands. Training contents focuses equally on technical skills, life skills,
    and personality development. Curriculum for each course ensures
    appropriate balance between the theoretical and practical inputs to
    candidates. Besides there is a significant component for exposure and on
    the job training for all candidates. Irrespective of the courses all
    candidates would have to attend sessions pertaining to personality
    development and life skills, these include spoken English, communication
    skills, mannerisms, savings and financial management, awareness of local
    development issues, health and hygiene issues etc. The course contents
    not only ensures sustainable livelihood to candidates but also aims at
    bring about qualitative improvement in their standard of living.


   Guest Lectures


    Potential employers and experts would be invited regularly to give guest
    lectures to the candidates. This would not only help the candidates get a
    broader perspective and realities of the courses in which they are

                                                                             38
    undergoing training, but also will act as an opportunity for direct interaction
    between potential employers and employees.


   Exposure visits


    Exposure visits would be organized for the candidates undergoing training
    to get an idea of possible places where they could be working in future,
    work demands and working conditions. This would also provide an
    opportunity to the candidates to interact with the existing work force and
    have a ore in-depth understanding of working culture.


   Tracking individual performance


    Performance of individual candidate would be tracked regularly.
    Performance on all parameters pertaining to both course knowledge and
    personality would be monitored and the trainers would have to evolve
    action plans for each individual to help overcome the deficient areas and
    further enhance gained expertise. The performance route of each
    individual would be documented and would be one of the main indicators
    of performance of trainers themselves.


   Liaison with Potential Employers


    For all trainers recruited under the program, liaison with Potential
    Employers for candidates undergoing training in the course would be
    maintained. This would be done with the aim to ensure appropriate
    placement for the candidates on completion of the training.




                                                                                39
      On the Job Training / Apprenticeship


       On the job training and apprenticeship is an integral component of the
       program. Depending upon the need, 2-3 week on the job training would be
       organized for each of the candidates. Beside giving the first hand
       exposure to the working conditions and job pressures, a substantial
       number of candidates would also get the opportunity to impress potential
       employers and being retained for long term employment.




      Development of Candidate’s Profile and Inputs for Employment
       Readiness
       Each candidate would be supported to develop their profile to help them
       access better job opportunities in a professional manner. This would
       include development of curriculum vitae, negotiation skills, presentation
       skills, mock interview etc. This would also contribute to job readiness of
       the trained candidates and they would be able to adapt to their working
       conditions quickly.


Post Training Phase
This set of activities would include post placement follow-up and support to
candidates for sustainable employment, organized work force and course
improvement. A brief description in this phase is follows:


      Organizing Interviews and Placement Support
       This would include preparations for listing number of trained candidates
       required, organizing interviews / campus recruitments and interactions,
       negotiations for pay packets and other emoluments etc.




                                                                              40
       Post-placement Follow-up for Additional Support to Candidates


        Contact with the candidates would be maintained even after the
        placements. Trainers would keep in touch with the successful placed
        candidates to get direct understanding of their experiences and job
        satisfaction. Efforts would be made to identify gap (if any) and special
        short trainings may be organized for candidates to fill those gaps and
        facilitate career growth. At the same time candidates willing to pursue
        higher studies would be counseled and helped in doing so.


       Employers      Feedback     for   Improvement      in       Curriculum   and
        Methodology


        The trainers would also continue to take feedback from the employers to
        trained candidates to keep updated on their requirements and
        performance of the program’s beneficiaries. This would help in regular
        refinement of the course content to keep pace with the emerging and
        changing market demands.

21. Number of Beneficiaries : 10,000

       Targeted Training Centre                                 :    12 Nos.

       Number of Courses in each batch                          :    4 nos.

       Course duration of each course                           :    2 - 2 ½ months

       Number of course cycle per year                          :    4 nos.

       Number of student per course                             :    25 nos.

       Total number of beneficiaries per Centre per year        :    400

       Total number of beneficiaries per year                   :    4800

       Total number of beneficiaries in 2 year                  :    9600

       Additional beneficiaries from technical programme        :    400

                                                                                  41
          Total                                                    : 10,000
22.

          BENEFITS TO THE TARGETED BENEFICIARIES

Direct Benefit

Capacity building & empowerment

         Skill training and up-gradation as per market demand and trend
         Personality Development and life skill development
         Team building and coordination skills for enhancing output.
         Quality consciousness and marketable skills
         Basic mannerism and leadership skills
         Confidence building and ability to market their skills


Material benefits & assets


         Training material and reference kit
         Linkage with placement centre and potential employer
         Linkage with banks and other credit institutions


      Indirect benefits


         Regular and sustained employment
         Enhanced image in the community
         Improved income pushing them above the poverty line
         Improved standard of living
         Improved abilities and positive work culture
         Empowered to take decisions
         Empowered to market their skills
         Overall personality development.




                                                                              42
43
     23. STATES AND ROLES OF DIFFERENT AGENCIES




   State Advisory         Identify Potential             PIA State coordinator
   Committee              Districts


                          Employability                  PIA Team
   Centre Advisory
                          Potential Assessment
   Committee

                          Courses identified with
                          Employability Potential

                                                             PIA Team
                          Curriculum
 Practicing experts       Development
 from Industry


                           Induction of Trainers



   DRDAs, NGOs,           Selection of Trainees               PIA Team
   Community               Aptitude Test
                           Counseling
                           Induction


Guest Faculty, Local      Employability Training               PIA Team
Experts, Potential         Classroom
Employers                  Practical
                           On the job
                           Life skills
                           Personality development




                          Placement for Gainful Employment




                                                                            44
24. MARKETING STRATEGY AND DEMAND

The project is totally demand driven. The courses will be designed to meet the
objective of employment. Accordingly, following have been kept in view:


         A thorough feasibility report is essential for selection of training courses.
         Networking and relation with potential employer is required
         Participation of potential employer in the preparation of curriculum is
          essential
         The project is to ensure close interaction with the employer and get
          feedback on the performance and output of trained personnel engaged by
          them.
         Quality input trailer according employers requirement
         Desirability to   locate similar other organization to enhance the
          employability potential




25.       PROJECT PERIOD AND EXECUTION TIME FRAME



          The envisaged project will be implemented over 2 years (24 months)
          starting from the date of sanction of the project.


The project intends to create replicable models by the end of the project period
empowering the local NGOs etc. strengthening the placement units as specified
in the exit strategy. The PIA will subsequently play the role of a facilitating
agency.




                                                                                          45
     Execution Time Frame

S. No             Nature of Work                Time Frame         Indicators for review

1       EPA study                               0-1 Month    Centres and courses identified
2       Curriculum and Training                 1-2 Month    Structured training module
3       Identification   of     Trainers   and 1-2 Month     Faculty and trainers finalized
        faculty
4       Training of trainers                    2-3 Month    Trained faculty
5       Establishment of Centre                 1-2 Month    Equipped training centre
6       Identification of potential youth 1-2 Month          Exhaustive list of trainees
        for training
7       Aptitude Test                           2 Month      Trainees selected course wise
8       Intensive Training                      3-5 Month    Trained youth
9       Personality      and        like   skill 3-5 Month   Empowered youth
        development
10      On        the         job      training/ 3-5 Month   Trained youth with hands on
        Apprenticeship                                       experience
11      Placement                               4-5 Month    90-100% youth employed
12      New batches for trainees every 5-24 Month            90-100% youth employed
        3rd month




                                                                                        46
26. ALUMNI ASSOCIATION AND EXPERIENCE SHARING
An Alumni association would be formed for training centres. This forum would act
as an interface between current / potential candidates and successful pass out
candidates The alumni association would share their experiences to help further
evolve/ develop the curriculum as well as provide guidance to the current/
potential candidates. Besides the alumni association would also be a source for
appropriate placements. The alumni associations would also be affiliated both at
state and national levels to enable broader platform for sharing and learning.



27. PLACEMENT & NETWORKING

Placement centers shall be established at each of the districts training centers
and function in close coordination with Headquarter. Placement centre at Bhopal
will keep online placement services and in line with training centre, develop a net
working with all the candidates as well as employers.         Centre will provide
strategy guidance beyond the scope of the project.


The placement has been planned with various industries/business houses in and
also various infrastructure company working in the states, having their
operational headquarter located else where. Placement in the neighboring states
would also be considered. In view of increasing requirement from overseas
market, placement of candidates in the overseas market in close coordination
with Ministry of Overseas Indian Affairs have also been worked out.


In order to sustained the employability potential linkage with local industries and
service sector will be developed and a close coordination will be maintain. Some
of the areas are:
      Industrial Units
      Business Houses
      Service Sector
      Insurance Companies
      Banks
      Business Associations
      Placement Companies
                                                                                 47
    28.     BUDGET FOR PROJECT

S. No     Nature of Expense                  Unit cost   No. of   Frequency   Total Cost
                                             (in Rs.)    units                 (Rs. in
                                                                                lakh)
1         Preparatory phase
          Employability Potential            1,00,000    12       One time         12.00
          Assessment
2         Establishment of the Centre
          Furniture- Desk & Chair            75,000      12       One time          9.00
          Fixtures- Board, Flipcharts etc.   75,000      12       One time          9.00
          Computers, printers etc.           1,00,000    12       One time         12.00
          Digital Camera and PA system       1,50,000    12       One time         18.00

SUB-TOTAL                                                                          48.00
3    Faculty and Curriculum Development
     Curriculum Development        1,50,000    12          One time          18.00
     Training of trainers          50,000      12          One time           6.00
                         SUB-TOTAL                                           24.00
4.                                       Establishment of Residential Accommodation
     Furniture & Fixture etc.      1,00,000    12          One time          12.00
5.   Recurring Costs
     Publicity material            50,000      12 x 24     monthly           12.00
     Rent for the center           40,000      12 x 24     monthly          115.20
     Rent for hostel               25,000      12 x 24     Monthly           72.00
     Utility at Centre             10,000      12x 24      monthly           28.80
     Utility at Hostel             4,000       12 x 24     monthly           11.52
     Phone fax and internet        5,000       12 x 24     monthly           14.42
     Maintenance and Up keep       3,000       12 x 24     monthly            8.64
     Stationary etc.               1,000       12 x 24     monthly            2.88
     Road Shows                    2,000       12 x 24     monthly            5.76
     Travel and conveyance         3,000       12 x 24     monthly            8.64
     Full meal @ Rs. 50/- per day  Rs. 50 x    10000       --               300.00
                                   60 days     nos.
SUB-TOTAL                                                                   579.86




                                                                              48
6.     Honorarium
       Trainers Honorarium          50,000       12 x 24     monthly              144.00
       (4 nos.)
       Centre Head (1 no.)          30,000       12 x 24     monthly               86.40
SUB-TOTAL                                                                         230.40
7.     Study material for Trainees 200         10,000      One time                20.00
       & tool Kit
8.     Exposure visit              100         10000       One time                10.00
9.     Alumni Association          100         10,000      One time                10.00
10.    Placement and Retention     800         10000       One time                80.00
11.    Monitoring and Evaluation   600         10000       One time                60.00
12.    Assessment and              800         10000       One time                80.00
       Certification
13.    Subsistence allowance       2000        10000       One time               200.00
14.    Administrative Costs (including pre-operative expenses)                    130.00
                                                   Total Cost                    1496.00
(Rupee Fourteen Crores and Ninety Six Lacs only.)


29. COST NORMS AND BREAK UP FOR TRAINING (UNIT COST PER TRAINEE)
S. No. Nature of Expense                                                     Unit cost
                                                                              (in Rs.)
1       Employability potential assessment including pre-feasibility study          120
2       Establishment of center, furniture, fixtures etc - movable                  480
3       Core faculty development and training of trainers including                 240
        curriculum designing
4       Establishment of Residential Accommodation                                  120
5       Recurring costs – rent, electricity, water, phone, fax, maintenance       5,798
        etc.
6       Trainers Honorarium                                                       2,304
7       Study material for trainees and reference kit                               200
9       Exposure visit to units of similar nature                                   100
10      Alumni association and establishment of placement cell                      100
11      Placement and Retention                                                     800
12      Monitoring and evaluation internal & external                               600
13      Assessment and Certification                                                800
14      Subsistence Allowances                                                    2,000
15      Administrative costs                                                      1,300
                                                                       Total     14,960


                                                                            49
30. MONITORING AND REVIEW OF THE PROJECT

Monitoring system

CRISP has developed a monitoring and review system for the same. However,
keeping in view of the, SGSY Project, the facilitating agencies and requirements
– a special system would be developed with following special features:


      Simple and user friendly monitoring system
      Web based system using off line tools with provision for updating and on
       line monitoring
      Facility for report generation in pre-design formats for different levels
      Online performance tracking of the trainees during the training and post
       placement.

Different Levels

Monitoring and review would be carried out at the different level namely course
level, centre level, state level and central / project levels.

Centre Level Monitoring

The centre level monitoring would be done at centre level by respective faculty
and centre in-charge. Attendance, drop out, lesson plan, etc. would be monitored
and corrective action taken. The details will be keyed on day to day basis.
Placement percentage and pay package would be monitored batch-wise and
corrective measures taken.
Visit by experienced programme coordinator and core team of specialist would
be carried out to assure quality on regular basis. Project Director, CEO of DRDA,
representatives of potential employers would meet at least twice during the
batch, to take stock of the progress.




                                                                                   50
    State Level Monitoring


    The level monitoring would be done centre-wise. Monthly reports would be
    submitted. The Advisory Committee headed by the Secretary, Rural development
    would meet once in a quarter.


     CENTRAL / PROJECT LEVEL MONITORING


             The central level monitoring would be done state-wise. Quarterly reports
    would be submitted and annual reviews would be carried out.
    The table that follows, provides the level wise details of
            Periodicity of monitoring
            Indicators Level Monitoring
            Staff and personnel involved
            Review committees

S. Level       Periodicity         of Indicators            Key       Review Committee
No             monitoring         and                       person
.              review                                       Respons
                                                            ible
1   Course      Daily Report       Attendance             Course    Centre Advisory
                Weekly Reports &  Drop out                In-       Committee also looks
                 Review             Performance            Charge    at course level
                Monthly Reports &  Placement%                       monitoring
                 Review              of Batch
                Course Review
2   Centre      Weekly Reports     Overall        Centre            Centre Advisory
                Monthly Reports     attendance     In-               Committee
                Review             Overall Drop Charge               PDs/ CEOs DRDA
                Batch Review        outs                              Centre I/c
                                    Meeting                           NGOs
                                     targets as per                    Representative of
                                     time schedule                      employers
                                    Placement%
                                     of Batch
                                    Salary

                                                                                   51
3     State       Monthly           Overall         State     State Advisory Committee
                   Reports            performance     Coordinat  Secretary Rural
                  Quarterly          of Centre       or          development/
                   Review            Placement%                  Representative
                                     Salary                     In-Charge SGSY
                                     Issues                     State Coordinator
                                                                 PDs/ CEOs DRDA
                                                                 Centre In-Charge
4     Central/    Quarterly         Targets     and Project    Joint Secretary (SGSY)
      Project      Reports            achievement     In-        Director (SGSY)
                  Annual            Placement%      Charge     Representative of State
                   Review            Replicability   of PIA      Rural Development
                                      and issues                 Project In-Charge PIA


31. FINANCES

The project cost is to be met (as per the norm of the Government of India) in
proportion of Central and State contribution.         Centre Government would
contribute 75% and the balance is to be arranged by the State Government / PIA.

32. SUSTAINABILITY OF THE PROJECT

After successful completion of the project in two years time, the training centre
can be restructured and handed over to local authorities/ local NGOs to maintain
the same momentum.        However strategic input can be provided by CRISP
including, monitoring and placement efforts.


To make the centres self sustaining, efforts shall be made to mobilize resources
more aggressively. Some of the steps would be on the following lines:
    1. Optimum utilization of centre - the infrastructure and facilities can be used
       to run higher skill, part time paid courses such as related to IT, advanced
       technology etc.,
    2. Placement Fee - From the prospective employers.
    3. Sponsorship - various companies, institution, individual to provide
       sponsorship
    4. Overseas agencies, supporting such programmes for appropriate
       assistance.


                                                                                 52
   5. Government Scheme – various programmes, under the government of
      India to help poverty alleviation could be appropriately utilized for this
      training programme.



33. EXIT FROM THE PROJECT

During the duration of the project, the entire execution would be done by CRISP
under the supervision of DRDAs. At the same time, efforts would be made for
capacity building of local NGOs so that project can be run without interruption
after the completion of the project. However strategic inputs would be provided
on long term basis by CRISP to ensure smooth take over of the project and its
successful running for the benefit of the community. Ultimately, project would be
handed over as per the directive of Centre / State Government.




                                                                              53
        TITLE OF THE PROJECT
“Demand Driven employability Training to BPL
youth in identified Backward Districts of Madhya
    Pradesh” Under Swarnjayanti Grameen
            Swarojgaar Yojna (SGSY)




                    Submitted To

           Ministry of Rural Development
               Government of India,
                   Krishi Bhawan,
                     New Delhi




                    Submitted By

Centre for Research & Industrial Staff performance (CRISP),
  Opp. Manas Bhavan, Shyamla Hills Opp. Bhopal (M.P.)
   Phone: 0755 2661412; 2661559, Fax: 4220022
        E-mail: mukesh.sharma@crispindia.com
             Website: www.crispindia.com

                                             Contact person:
                                         Ms. Utpala Richharia,
                                   Sr. Manager, CRISP, Bhopal
                                        Mob. No. 09303131441
                                        utpala@crispindia.com

                                                           54
                                         CONTENT
Sl. No   Particulars                                                          Page No.
         Synopsis of the Project                                                 1–2
  1      Introduction and Background                                             3–4
  2      Rational and Need                                                       4–5
  3      Strength and Weakness                                                    6
  4      Opportunities                                                            7
  5      Background of CRISP (PIA)                                               8–9
  6      Programmes run by CRISP                                                10 – 13
  7      Operational Practices                                                  14 – 16
  8      Capability of PIA                                                      17 – 20
  9      Governing Board of CRISP                                               21 – 23
 10      CRISP as implementing the project                                        24
 11      Project Team of the Proposed project                                     25
 12      Ultimate objective of the project and outcome                            26
 13      Activity Planned                                                         27
 14      Selection of District                                                    28
 15      Selection of Trades                                                      29
 16      Training Design and steps                                              29 - 31
 17      Training phases                                                          32
 18      Personality Development Skills                                           33
 19      Quality Training                                                         33
 20      Implementation Plan                                                    33 – 40
 21      No. of Beneficiaries                                                     40
 22      Benefit to targeted beneficiaries                                        41
 23      Role of difference Agencies                                              42
 24      Marketing Strategy & Demand                                              43
 25      Project Period & Execution                                             43 – 44
 26      Alumni Association                                                       45
 27      Placement & Networking                                                   45
 28      Budget Estimate                                                        46 – 47
 29      Cost per Trainee                                                         47
 30      Monitoring and Evaluation                                              48 - 50
 31      Financing Structure                                                      50
 32      Sustainability of the project                                          50 – 51
 33      Exit from the project                                                    51
 34      Annexure I           Certificate of Organisation                        52
 35      Annexure II          Memorandum and Article of Association             53-68
 36      Annexure III         Letters from some of the potential employers      69-73
 37      Annexure IV             Audited Report :2006-07, 2007-08 & 2008-09     74-81

                                                                                       55
Annexure I




             56
Annexure II




              57
Annexure III




               58
Annexure IV




              59

				
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