State Systems for Skill Development in India : A Study of Bihar, Gujarat, Rajastha, and Maharashtra
At a time when the World’s leading economies are rapidly greying, India is set to have the largestand youngest workforce the world has ever seen. Indeed, by 2020, when the global shortage ofmanpower soars to 57 million, India is expected to be the...
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| Format: | Working Paper |
| Language: | English en_US |
| Published: |
Washington, DC
2016
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| Online Access: | http://documents.worldbank.org/curated/en/2016/04/26292419/state-systems-skill-development-india-study-bihar-gujarat-rajastha-maharashtra http://hdl.handle.net/10986/24439 |
| Summary: | At a time when the World’s leading
economies are rapidly greying, India is set to have the
largestand youngest workforce the world has ever seen.
Indeed, by 2020, when the global shortage ofmanpower soars
to 57 million, India is expected to be the world’s leading
provider of human resources, with a surplus of 46 million
working-age people. However, this window of opportunity will
not just be rare, it will also be short-lived, since it is
predicted to only last until 2040.It is in this context that
Prime Minister Modi has made it a national priority to make
India the skill capital of the world.The report endeavors to
identify the institutional and systemic structures that will
be needed to improve the effectiveness of skills training
across India’s states. It also seeks to pinpoint innovative
best practices and outline ways to scale them up throughout
the country.The report covers skill development
institutional structures at the state level (in most cases,
the State Skill Development Missions), economic zones and
future high-growth industries in those zones,corporate
engagement in skill development, and finally, innovation in
skilling models by states and the corporate sector. In
addition, the report also describes some best practices
observed globally, especially from Australia, Germany, Japan
and South Korea. These models cover three areas of resource
optimization pertaining to increasing apprenticeships and
industry participation, leveraging technology, and providing
training at the grassroots. The key lesson learned is that
skilling is a highly localized issue, and models need to be
adapted to target groups rather than be force-fitted using a
one-size-fits-all kind of approach. Finally, it must be
pointed out that high-level recommendations have been
provided to enhance the skill development landscape,
particularly at the state level, from an institutional and
systemic point of view. |
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