contents - national skill development corporation · source: government of tamil nadu (2011),...
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1 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Contents
S.NO. CONTENTS SLIDE NO.
1 Objectives of the Study 2
2 Methodology 4
3 Socio-Economic Profile of Tamil Nadu 7
4 Human Resource Requirement 19
5 Human Resource Availability 24
6 Youth Aspirations 28
7 Skill Gap 32
8 Recommendations 40
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2 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Objectives
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3 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Objectives of the Study
The study objectives included the following at the state as well as the district levels:
• Socio-economic profiling – demography, economic profile of district by industry and state of
education.
• Identification of developmental opportunities keeping in mind factor endowments and stakeholder
perspectives.
• Identification of specific developmental initiatives/projects which have an impact on employment
generation.
• Articulation of the aspirations of the youth.
• Identification of the current and future (2012, 2017 and 2022) skills and human resource
requirements by industry and estimate the gap that exists.
• Studying the existing VT infrastructure both in the private sector, and the government domain.
• Suggestion of suitable interventions/recommendations to address the skills gap.
• Development of specific and actionable recommendations.
• Recommendations were also to include specific initiatives that NSDC can take based on the
mandate of the organization.
• Creation of an action plan
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4 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Methodology
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5 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Methodology
RESEARCH METHODOLOGY
The quantitative and qualitative gaps with regard to skill development were assessed through a
combination of primary and secondary research methods
SECONDARY RESEARCH
• Socio-economic profile of the districts examining population, sex ratio, literacy, major industries,
growth of district GDP
• Existing infrastructure and state policies
• Data analysis for output, employment and growth drivers
PRIMARY RESEARCH
• 25 Focus Group Discussions with 245 Youth
• 250 Field Surveys and Interviews with:
• Government Departments
• Industry
• Training Providers
• Youth
• Unorganized Sector
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6 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
SOCIO-ECONOMIC PROFILE Demographic Profile
Industry Profile Education and Training
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7 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
SOCIO-ECONOMIC PROFILE Demographic Profile
Industry Profile Education and Training
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8 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Socio Economic Profile of Tamil Nadu (1/5)
Demographic Indicators (2011)
Population Density Across Districts in 2011
Source: Census 2011
Indicator Tamil Nadu India
Population 7,21,38,958 1,21,01,93,422
Population Density (per sq km) 555 382
Sex Ratio 995 940
Literacy 80.33 74.04
Male Literacy 86.81 82.14
Female Literacy 73.86 65.46
Source: Census 2011 (Provisional)
Tamil Nadu performs better than the all India average
in terms of sex ratio and literacy
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9 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
SOCIO-ECONOMIC PROFILE Demographic Profile
Industry Profile Education and Training
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10 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Socio economic profile of Tamil Nadu (3/5)
Economic Performance in FY 2012
• Tamil Nadu’s NSDP was nearly Rs.
5.69 lakh crore in 2011-12,
approximately 7.72% of the national
domestic product.
• The state economy grew at 9.39% in
2011-12, as compared to India’s GDP
growth of 6.5%.
• Per capita income at current prices is
Rs. 84,058, higher than the national
average of Rs. 60,603
Source: Reserve Bank of India (2012), Tamil Nadu Statistical Handbook (2012), Tamil Nadu Vision 2023 (2011)
Sectoral Composition of GDP in Tamil Nadu
The share of the services sector in the economy is
steadily growing
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11 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Socio Economic Profile of Tamil Nadu (4/5)
2,170 2,776
4,799 4,864 5,021 5,130 5,182 5,950 6,648 6,654 7,215 7,636 7,786 8,187 8,910 9,575 10,060 10,338 10,854 11,380
13,394 14,172 14,337
18,328 19,451
21,379 21,391 21,820
35,411 39,924
46,376 91,749
0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 1,00,000
Perambalur Ariyalur
Sivaganga Ramanathapuram
Dharmapuri The Nilgiris
Theni Karur
Krishnagiri Thiruvarur
Pudukkottai Thoothukkudi Virudhunagar Nagapattinam
Dindigul Tiruvannamalai
Viluppuram Namakkal Cuddalore
Kanniyakumari Tirunelveli
Erode Thanjavur
Madurai Salem Vellore
Tiruchirappalli Tiruppur
Coimbatore Thiruvallur
Kancheepuram Chennai
District GDP in INR Crore, 2011
Source: Indicus Analytics Market Skyline of India (2011)
The contribution of the top 4 districts to state GDP is 42.8%. Chennai’s GDP is nearly six times the state average. The lowest 16 districts account for 32% of the population and 20% of the state GDP.
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12 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Source: Department of MSME (2009)
Industrial Clusters, 2009
Socio Economic Profile of Tamil Nadu (5/5)
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13 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
SOCIO-ECONOMIC PROFILE Demographic Profile
Industry Profile Education and Training
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14 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
24
.36
13
.72
8.0
5
3.3
Primary/Junior Higher Secondary Middle /Senior
Drop-outs in Lakhs
Institution Number Capacity Enrolment
Primary Schools 34,871 62,17,720 61,16,793
Middle Schools 9,969 38,58,974 36,80,471
High Schools 5,167 28,40,569 23,08,530
Higher Secondary Schools 5,660 16,39,677 15,03,033
Arts & Science Colleges 633 9,70,009 7,35,407
Polytechnics 351 1,64,575 1,18,340
Engineering Colleges 491 1,95,324 1,62,231
ITIs, ITCs and other Registered Training Institutes 1,747 2,19,494 1,53,646
Education Infrastructure (2011)
Source: Sarva Shiksha Abhiyan, Department of Employment and Training, Department of Higher Education (2011), Athena Research
College
Socio Economic Profile of Tamil Nadu (2/5)
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15 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Vocational Training Infrastructure (1/2)
Source: Government of Tamil Nadu (2011), Athena Research
• Tamil Nadu has a total of 62 Government ITIs
• Courses are offered for 39 engineering trades and 17 non-engineering trades, varying in duration from 6 months to 3 years
• 51,000 applications are received each year, of which 23,000 students are admitted
• The state also has 672 ITCs with a total seating capacity of 60,320 across 110 trades
• 933 industrial schools offer courses varying in duration from 45 days to 2 years
• The state also has 118 community colleges under IGNOU
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16 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Vocational Training Infrastructure (2/2)
Source: Government of Tamil Nadu (2011)
Low per capita availability of training infrastructure
Moderate per capita availability of training infrastructure
High per capita availability of training infrastructure
• VT infrastructure is distributed unevenly across the state. It is low in districts with a low level of industrialization and sparse population.
• In per capita terms, Cuddalore, Dharmapuri, Erode, Kanniyakumari, Perambalur, Pudukkottai, Sivaganga, Thanjavur, Theni and Tiruchirappalli have high availability of VT infrastructure.
• Ariyalur, Krishnagiri, Thiruvallur, Thoothukkudi and Tiruppur have relatively low per capita availability of VT infrastructure.
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17 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Overview of State Schemes (1/2)
TER
TIA
RY
SEC
TOR
Education:
Target: General
Programmes: teacher
training
Capacity: 49,000
candidates per year
Information Technology:
Target: General
Programmes: IT
Capacity: NA
Tourism and Culture:
Target: General
Programmes: Guide
training programme, hotel
management, hospitality
and logistics
Capacity: 3,337
candidates per year
Transport:
Target: General
Programmes: Heavy
vehicle driving, light
vehicle driving, aircraft
flight and maintenance
Capacity: NA
SEC
ON
DA
RY
SEC
TOR
Handlooms, Handicrafts,
Textiles and Khadi:
Target: Artisans, khadi
workers
Programmes: Brass and
copper item
manufacturing, palm
product manufacturing
Capacity: 77 candidates
per year
Micro , Small and
Medium Enterprises:
Target: 8 std pass,
unemployed youth
Programmes: tool
engineering, ceramic
technology, glass training
Capacity: 49,487
candidates per year
Cooperatives:
Target: 8 std pass,
unemployed youth
Programmes:
management
Capacity: 1,241
candidates per year
Source: Government of Tamil Nadu Policy Notes (2011)
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18 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Overview of State Schemes (2/2)
PR
IMA
RY
SEC
TOR
Agriculture:
Target: Farmers
Programmes: Pest
management, agro
processing, marketing,
seed training,
entrepreneurship
development
Capacity: 43,970+
candidates per year
Animal Husbandry,
Dairying and Fisheries:
Target: Farmers, fisherfolk
Programmes:
Management, marketing,
Maritime education
Capacity: Fisheries 3200
candidates per year
Environment and Forests:
Target: General
Programmes: forest
management
Capacity: NA
WEL
FAR
E
Adi Dravidar and Tribal
Welfare:
Target: Tribals
Programmes: Textiles,
leather, hospitality, health,
soft skills and language
Capacity: 25,000
candidates per year
Welfare of Differently
Abled Persons:
Target: Differently Abled
Programmes: Medical
technology, electronics,
computers, teacher
training, book binding,
teacher training, chalk
training, weaving
Capacity: 456 candidates
per year
Social Reforms:
Target: Disadvantaged
women and children
Programmes: Teaching,
tailoring, computers,
beautician, baking, wire
bag manufacture,
knitting, services, repair
Capacity: 800 candidates
per year
Rural Development:
Target: Rural poor and
government officials
involved in programme
implementation
Programmes: Enterprise
development, multiple
skilling programmes,
Pudhu Vazhu Project
Capacity: 1,90,063
candidates trained so far
Source: Government of Tamil Nadu Policy Notes (2011)
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19 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Human Resource Requirement
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20 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Incremental Human Resource Requirement (1/4)
Source: Athena Research
Incremental Human Resource Requirement by Industry in 2012-17 (in 000s)
992
797
290
185
176
174
172
133
103
103
95
77
71
67
53
11
10
9
Service sector driven growth on account of rising demand for infrastructure and support services with growth of businesses
High growth expected in chemicals on account of the setting up of PCPIR along the Cuddalore - Nagapattinam coast
High proportion of unskilled resources in highly labor-intensive sectors
The largest human resource requirement for skilled resources will arise in service sectors such as IT/ITES, BFSI, healthcare and education
Strong growth expected in the textile sector across districts
High auto growth around Chennai expected due to strategic location and availability of multi modal transport. Gradual growth of human resource requirements in other automotive hubs such as Coimbatore and Erode.
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21 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Incremental Human Resource Requirement (2/4)
Source: Athena Research
Incremental Human Resource Requirement by Industry in 2017-22 (in 000s)
2176
1357
419
323
246
235
230
181
170
108
105
101
97
85
76
16
16
14
Industry trends suggest increasing growth and organization of retail
Gradual substitution of unskilled resources with semi skilled resources expected in industries showing a trend towards higher formalization
Strong demand for services expected to accompany economic growth in other sectors.
Highest semi skilled and skilled human resource requirement is expected in Chennai, Kancheepuram, Thiruvallur, Madurai and Coimbatore.
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22 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Incremental Human Resource Requirement (3/4)
Incremental Human Resource Requirement by District (in 000s)
INCREMENTAL HUMAN RESOURCE REQUIREMENT (in 000s)
2012-2017 2017-2022
UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ariyalur -1 8 8 13 5 12 12 27
Chennai 196 170 270 620 287 273 391 936
Coimbatore 139 72 106 312 223 116 151 485
Cuddalore 14 39 44 248 57 62 67 330
Dharmapuri 24 22 24 70 58 37 37 131
Dindigul 48 45 50 142 95 74 77 245
Erode 61 40 56 152 113 63 80 252
Kancheepuram 152 122 168 417 257 196 242 671
Kanniyakumari 111 62 68 238 202 107 105 410
Karur 22 17 22 60 44 27 31 102
Krishnagiri 45 27 31 102 90 45 45 179
Madurai 95 76 96 258 168 124 144 427
Nagapattinam -11 32 29 67 24 55 50 144
Namakkal 34 26 32 91 70 42 46 158
Perambalur -10 6 4 0 -4 9 7 13
Pudukkottai 20 20 23 62 51 32 34 117
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23 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Incremental Human Resource Requirement (4/4)
Incremental Human Resource Requirement by District (in 000s)
INCREMENTAL HUMAN RESOURCE REQUIREMENT (in 000s)
2012-2017 2017-2022
UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ramanathapuram 7 34 33 73 34 57 54 144
Salem 81 61 77 213 158 99 113 364
Sivaganga 20 17 20 56 46 28 30 103
Thanjavur 16 50 55 120 55 82 86 223
The Nilgiris 33 40 42 114 49 67 66 181
Theni 17 14 19 49 29 22 26 77
Thiruvallur 147 105 130 351 243 166 185 564
Thiruvarur -35 13 9 -14 -14 21 18 25
Thoothukkudi 37 42 48 122 78 69 73 216
Tiruchirappalli 74 63 80 214 137 104 120 359
Tirunelveli 84 52 68 196 149 84 98 323
Tiruppur 90 44 64 197 149 68 91 308
Tiruvannamalai 16 43 42 101 66 72 68 206
Vellore 117 70 90 268 210 112 129 443
Viluppuram 18 38 40 97 74 62 62 198
Virudhunagar 60 38 50 117 109 56 67 202
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24 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Human Resource Availability
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25 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Human Resource Availability
Total Population
8,01,49,059
Working Age Population
5,27,71,262
Labour Force
3,43,37,314
Work Force
3,35,73,476
Total Population
8,82,38,256
Working Age Population
5,77,13,558
Labour Force
3,83,11,449
Work Force
3,75,07,488
Estimation of Human Resource Availability for Tamil Nadu
2017 2022
Incremental human resource availability is estimated to be 35.02 lakh in 2012-17 and 39.34 lakh in 2017-22
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26 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Incremental Human Resource Availability Incremental Human Resource Availability by District (in 000s)
• The decline of the crude birth rate is likely to lead to moderate population growth over the next decade.
• The highest incremental human resource availability at the semi skilled level is expected in Chennai, Kancheepuram, Tiruchirappalli, Coimbatore and Tirunelveli.
• The largest human resource availability at the skilled level is expected to be in Coimbatore, Kancheepuram, Chennai, Madurai and Vellore.
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27 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Incremental Human Resource Availability Incremental Human Resource Availability by District (in 000s)
• The availability of semi skilled resources is low in districts such as Dindigul, Namakkal and Sivaganga.
• The availability of human resources across skill levels is low in districts such as Ariyalur, Perambalur and Thiruvarur.
• The Nilgiris has seen a negative growth in population over recent years, leading to negative growth in human resource availability.
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28 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Youth Aspirations
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29 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Youth aspirations – mismatch between industry demand and
aspirations (1/3)
High
Low
Inc
rem
en
tal M
an
po
we
r P
ote
nti
al
High Low Youth Aspirations across Sectors
Leather,
Construction,
Food
Processing
Textiles,
Media &
Entertainment
Automobile, IT &
ITES, Travel &
Tourism, Retail,
BFSI
Gems & Jewellery,
Chemicals &
Pharmaceuticals,
Furniture
Agriculture,
Handloom &
Handicrafts
Transport &
Logistics,
Healthcare
Real Estate
Electronics
Hardware
Education
Source: Athena Research
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30 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Youth aspirations – mismatch between industry demand and
aspirations (2/3)
Source: Athena Research
Districts with High Youth Aspirations and High Human Resource Requirement by Industry
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31 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Youth aspirations – mismatch between industry demand and
aspirations (3/3)
Source: Athena Research
• Youth aspirations and infrastructure creation for skill development are correlated • There are gaps between industry demand and youth aspirations • There is a need for skill infrastructure and targeted student mobilization activities through awareness campaigns and student interactions in
sectors such as leather, construction and food processing.
Youth Aspirations Infrastructure Availability Industry Demand
Engineering Engineering Engineering Goods
IT, ITES IT, ITES IT, ITES
Automobile Automobile Automobile
Electronics Hardware Electrical Electronics Hardware
Retail Retail Retail
Hospitality Hospitality
Transport Transport
BFSI
Textiles Textiles
Leather
Construction
Food Processing
GAPS: Leather, Construction, Food Processing
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32 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Skill Gap
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33 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Quantitative Skill Gap
Source: Athena Research
SKILL GAP (in
000s)
2012-2017 2017-2022
UNSKILLED SEMI
SKILLED SKILLED TOTAL UNSKILLED
SEMI
SKILLED SKILLED TOTAL
Incremental
Human Resource
Requirement
1,718 1,511 1,896 5,125 3,313 2,440 2,807 8,560
Incremental
Human Resource
Availability
2,179 258 1,065 3,502 2,519 278 1,137 3,934
Skill Gap -461 1,253 831 1,623 810 2,162 1,655 4,626
• The highest skill gaps are likely to arise in the most rapidly industrializing districts of Kancheepuram, Chennai and Thiruvallur.
• The largest skill gap is expected to arise at the semi skilled level. There is an excess availability of unskilled human resources in 2012-17.
• Enrolment trends and primary research suggest that unskilled human resources are more likely to become skilled rather than semi skilled. This will cause the skill gap at the semi skilled level to persist.
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34 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Summary of Skill Gap in Tamil Nadu (2012-17)
Skilled
Semi-skilled
Unskilled 17.18 L
10.65 L
2.58 L
21.79 L
18.96 L
15.11 L
Deficit Of Human
Resources 2012-17
Incremental Human
Resource Availability
2012-17
Total Incremental Requirement: 51.25 L
Total Incremental Availability: 35.02 L
(4.61) L
8.31 L
12.53 L
Source: Athena Research
Incremental Human
Resource Requirement
2012-17
Note: Figures in parentheses indicate excess availability
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35 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Summary of Skill Gap in Tamil Nadu (2017-22)
Skilled
Semi-skilled
Unskilled 33.13 L
11.37 L
2.78 L
25.19 L
28.07 L
24.4 L
Deficit Of Human
Resources 2017-22
Incremental Human
Resource Availability
2017-22
8.1 L
16.55 L
21.62 L
Source: Athena Research
Incremental Human
Resource Requirement
2017-22
Total Incremental Requirement: 85.6 L
Total Incremental Availability: 39.34 L
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36 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
District-wise Quantitative Skill Gap
SKILL GAP (in 000s)
2012-2017 2017-2022
UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ariyalur -13 5 3 -6 -9 10 7 6
Chennai 15 153 210 361 79 258 312 634
Coimbatore 31 60 19 104 99 102 56 251
Cuddalore -61 30 17 137 -27 53 37 207
Dharmapuri -36 14 7 -15 0 26 10 36
Dindigul 5 38 17 59 32 66 56 154
Erode -29 33 17 17 -30 55 79 100
Kancheepuram -128 109 60 16 20 180 31 207
Kanniyakumari 69 53 56 174 156 96 91 340
Karur -8 15 4 10 10 25 11 47
Krishnagiri -35 24 7 -5 1 41 18 60
Madurai -1 67 35 92 57 115 77 240
Nagapattinam -38 28 19 26 -6 49 39 99
Namakkal -10 16 5 11 18 29 20 68
Perambalur -27 2 1 -25 -21 4 2 -15
Pudukkottai -14 9 13 8 14 19 25 57
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37 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
District-wise Quantitative Skill Gap
SKILL GAP (in 000s)
2012-2017 2017-2022
UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ramanathapuram -26 30 18 21 -6 55 38 86
Salem -20 49 26 48 40 86 61 181
Sivaganga -20 11 0 -10 0 21 9 29
Thanjavur 3 43 12 58 24 74 58 155
The Nilgiris 48 38 40 125 67 66 62 195
Theni -19 9 7 -4 -10 17 11 18
Thiruvallur -106 94 53 11 -36 154 85 173
Thiruvarur -55 8 1 -46 -32 16 5 -11
Thoothukkudi 5 36 28 65 54 64 40 154
Tiruchirappalli 42 50 22 112 81 88 79 246
Tirunelveli 21 40 22 75 59 70 67 189
Tiruppur -9 31 27 49 39 56 47 142
Tiruvannamalai -54 35 22 3 -11 62 46 97
Vellore 50 58 12 111 96 99 82 269
Viluppuram -60 33 17 -9 -13 57 43 87
Virudhunagar 17 31 36 51 64 48 49 129
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38 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Qualitative Skill Gap (1/2)
• PREFERENCE MISMATCH
• Low interest in traditional, labor-intensive sectors such as handloom & handicrafts, gems &
jewelry and leather
• Preference for service sector industries such as hospitality and retail
• Low supply of labor at lower skill levels due to preference for white collar jobs. Excess supply
of skilled labor.
• QUALITATIVE MISMATCH
• Skill sets do not match educational attainment
• High attrition preventing assimilation of skills
• Lack of industry exposure
• High variation in quality of work force
• Unwillingness to migrate
• INFORMATION ASYMMETRY
• Lack of awareness regarding skill development and qualifications required by industry
• Mismatch between job expectations and work conditions
• Low collaboration between industry and training providers for curriculum development
Source: Athena Research
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39 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Qualitative Skill Gap (2/2)
• QUALITY OF TRAINING
• Unavailability of quality trainers
• Outdated equipment used for training
• Poor basic education preventing absorption of vocational education
• DISINCENTIVES FOR SKILL ACQUISITION
• Low access to skill training providers
• Lack of guidance regarding skill development
• Opportunity cost of skilling in terms of loss of employment and wages
• Lack of mobility between formal and vocational education
• Career progression not institutionalized
• ATTITUDES AND PREFERENCES
• Low dignity associated with blue collar jobs
• Preference for formal education
• Socio-economic constraints for skilling of women
Source: Athena Research
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40 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Recommendations
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41 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Recommendations (1/4)
Stakeholder Recommendation Functions Implementation
State Government
Establishment of District Skill Development Councils
1. Data Collection 2. Information Dissemination 3. Skills Registry and Placements 4. Identification of Skill Gaps
1. DSDCs established with TNSDM as the nodal agency 2. Use of existing infrastructure by revamping employment exchanges 3. Supervising the implementation of skill development initiatives at the district level
Ranking of Skill Training Providers
1. Creating an incentive for institutes to register themselves 2. Encouraging greater competition 3. Information dissemination
1. Choosing parameters for ranking institutes 2. Rankings by an independent third party 3. Publication of rankings in major newspapers 4. Regular update
Equivalence between Formal and Vocational Education
1. Allowing mobility across educational institutions 2. Clarity on skill attainment associated with courses 3. Benchmark for wages
1. Market Survey 2. Benchmarking using Occupational Standards 3. Equivalence
ATIs on PPP Mode 1. Collaboration between industry and government 2. Improved placements through industry linkages 3. Relevance of curriculum
1. Focus on industrialized districts for sectors such as auto, electronics and textiles 2. Value for Money analysis 3. Standardized course content through SSC inputs 4. Higher industry interaction
Teachers' Training on PPP Mode
1. Ensuring availability of trainers 2. Improving quality of training delivery 3. Development of standardized tests and certifications for trainers
1. Focus on developing districts 2. Industry training as part of the curriculum 3. Inclusion of soft skills and the use of technology to facilitate learning 4. Refresher courses for those already employed as trainers
Unorganized Sector Interventions 1. Providing a means for transitioning from informal to formal employment 2. Awareness of skill development
1. Review of basic concepts as part of course 2. Minimize opportunity cost 3. Formal recognition of informally acquired skills 4. Multi-skilling 5. Skill vouchers
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42 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Recommendations (2/4)
Stakeholder Recommendation Functions Implementation
Industry
Institutionalization of Career Progression for Lower Skill Levels
1. Improvement in working conditions for blue collar workers 2. Creation of incentive for employees to acquire skills 3. Correspondence between wages and skills
1. Development of industry norms for compensation commensurate to skill levels 2. Wage revision to reflect experience and skill acquisition 3. Communication of work standards to employees
Involvement in Skill Development 1. Ensuring marketability of skills imparted 2. Relevance of training to industry 3. Stronger training-industry linkages
1. Participation in campus recruitments 2. Internships, apprenticeships, guest lectures and industrial visits 3. Feedback on curriculum and training, especially for the service sectors
On the Job Training 1. Optimizing infrastructure creation 2. Improving productivity 3. Standardization of output
1. Induction programs and short-term training modules for new hires 2. Partnerships with skill training providers for up-skilling 3. Earn while you learn schemes
Improvement in Work Conditions 1. Improving dignity of labor 2. Reducing attrition 3. Facilitating assimilation of skills
1. Part compensation in kind to reduce attrition 2. Employee feedback systems 3. Bonuses for completing one year in employment 4. Safety equipment and suitable gear for hazardous jobs
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43 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Recommendations (3/4)
Stakeholder Recommendation Functions Implementation
Training Providers
Orientation Programs
1. Clarity on course content and expected employment 2. Rationalization of job expectations 3. Industry orientation
1. Interactions with alumni and faculty 2. Aptitude tests for service sector jobs 3. Designated point of contact for students to obtain clarifications regarding employment and career
Industry Collaboration 1. Improving placements 2. Ensuring relevance 3. Industry exposure for students
1. Periodic market surveys 2. Regular industry interactions 3. Mandatory/ dual apprenticeships and internships 4. SSC inputs on curriculum design and pedagogy
Student Mobilization 1. Improved awareness of skill development initiatives 2. Increased student mobilization
1. Talks and interactive sessions at schools and work places 2. Focus on up-skilling 3. Targeted campaigns for women in socially backward districts
Certification of Informally Skilled People
1. Formalization of informally acquired skills 2. Information dissemination through word of mouth
1. Tests for certification of skills 2. Targeted advertising campaigns, particularly for the unorganized sector
Career Counselling for Students 1. Realistic job expectations 2. Improved job matching 3. Lower attrition
1. Counselling before commencement of recruitment process 2. Alumni interactions
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44 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
Recommendations (4/4) Stakeholder Recommendation Functions Implementation
NSDC
Establishment of Training Providers' Association
1. Aggregation of information on private skill training providers 2. Provision of a common platform for training providers to facilitate dialogue 3. Better targeting and resolution of qualitative issues
1. Media advertising to encourage training providers to join the association 2. Constitution of a board of representatives chosen by the members 3. Conferences and workshops to encourage dialogue and discussion
Funding Initiatives 1. Bridging existing qualitative and quantitative skill gaps
1. Training for service sectors such as tourism, hospitality and retail at the work place interspersed with theory classes 2. Standardized curriculum for manufacturing trades through SSC involvement 3. Initiatives for skilling women through community skilling models in backward districts 4. Entrepreneurship development for economically backward districts 5. Use of existing infrastructure where capacity utilization is low 6. Training the trainers and developing standardized evaluation through SSCs
Sector Skill Councils
1. Standardization and quality control for different industries
2. Bridging information gaps among students, training providers and industry
1. Inclusion of unorganized sector representatives in SSC boards 2. Development of sector skill development plans for growing sectors such as logistics, maritime and food processing 3. Accreditation and Testing 4. Advanced Training Institutes
Collaboration with State Government
1. Avoiding duplication of effort 2. Cross pollination through exchange of ideas
1. Conferences, seminars and workshops to facilitate greater dialogue 2. Exchange of information on successful business models and planned capacity additions. 3. Coordination of skilling efforts.
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45 Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved.
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