Operating Model

20161207_142637 Page - Operating Model - Featured Image

20161209_154906

  • Skill gap / LMI Study:

To facilitate creating a supply side information repository, a detailed labour market survey shall be conducted for each mining trade across the country to collect and analyze:

i) labour demographics,
ii) unemployment data,
iii) detailed sector wise current and projected demand,
iv) identify skill gaps, and assess up-skilling and/or re-skilling, new inductee absorption potential. The baseline survey can be conducted soon after SCMS commences operations with planned updates every two years.

 

• Skill development plan:

i) One of the key deliverables at the onset of SCMS operations would be to finalize a comprehensive sector skill development plan. It is envisaged that this plan would have three execution phases spread over 10 years and be drafted through industry
participation taking inputs from all stakeholders.

ii) The draft plan would first be placed for stakeholder consultation workshop across at least three cities and kept open for comments through posting in SCMS, NSDC, Ministry of Mines and other similar sites.

iii) Comments and views obtained from these sessions and channels would be analyzed and incorporated before being placed before the Council for approval.

 

• NOS development & registration:

i) National Occupational Standards (NOS) describe what an individual needs to do, knowledge and understanding in order to carry out a particular job role or function. SCMS will work with the mining industry, employers, statutory bodies like Director General of Mine Safety, Indian Bureau of Mines and other standards setting organisations for developing skill competency standards and qualifications requirements.

ii) International inputs from Australia, Germany, the UK, USA and other countries would be considered and factored in as deemed appropriate. It is envisaged that each skill area would have multiple competency tiers which after deliberations can get aligned to NVEQF or any other National Standard.

iii) The collection of approved competency standards would be released in lots and be adopted as National Occupational
Standards for mining industry duly approved by Director General of Mine Safety (DGMS). It is proposed that the competency standards that are released be reviewed for updating at least once in every three years.

 

• Assessment & certification framework development:

The Quality Assurance group of SCMS will evaluate the implementation of skill development programs for its adherence to the set standards and provide certification for the same. It will also provide accreditation to various training courses in the industry.

In line with NSDC objectives, the key responsibilities could be summarized as

(a) Streamlining certification framework, and
(b) Certification of employees, new inductees and trainers at institutes.

 

• Accreditation framework development

i) The Quality Assurance group of SCMS will evaluate the implementation of skill development programs for its adherence to the set standards and provide certification for the same. It will also provide accreditation to various training courses in the industry.

ii) In line with NSDC objectives, the key responsibilities could be summarized as
(a) streamlining accreditation framework and
(b) accreditation of training organizations.

 

• LMIS development & maintenance:

SCMS shall work with NSDC and stakeholders to set up a LMIS to assist planning and delivery of training. At the onset the processes to collect, authenticate, analyze, maintain and retrieve labour market data in the mining sector shall be set up. The LMIS would include information on socio-economic, educational, employment, policies, training programs and labour market participants.

 

• Training of trainers:

i) The acute shortage of trainers is a compounding challenge to those which already exist. Identifying specialists, experts and
trainers for each skill area and discussing with industry to release them to undertake courses will be a key to successful execution of a skills development program of such magnitude across India.

ii) While the initial effort for identification would be large, a sustained effort to keep the momentum going would be required from SCMS with participation from industry stakeholders. Further, these instructors would also require training for enhancing their skills which would be a focus area for the SCMS. A continuous process of inducting new trainers and nurturing of the identified trainers would be set up by SCMS.

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