Skill Development of Construction

Workers
[S. C. Pattanaik, Dr. Fixit Institute of Structural Protection and
Rehabilitation, Mumbai]
1.0 Introduction
Construction industry in India is growing in excess of 16%
p.a. and is likely to reach 500000 crore billion by the
end of the XIIth Five Year Plan period. In this industry,
skills and knowledge are the driving forces of economic
growth and social development. The economy becomes
more productive, innovative and competitive through the
development of more skilled human capital. There is always
a difference between knowing and performing, and the
gap is explained by inadequacy of skill. Skill development,
therefore, means: all the efforts that allow somebody to
learn to do something better than before, or do something
new that the person has not done before, and which results
in concrete change in their livelihoods.
2.0 Skill Development in Construction Sector
The construction industry (barring real estate
developers) does not really sell a tangible product;
it sells a service. The service that it may provide is
determined by its clients and is performed at a time
and place specified by them. Contractors neither have
control on the demand for construction services nor can
they stimulate it. But the vast majority of contracting
firms operate in a product market where they have no
control over demands, technology, materials, workplace,
finance and labour supply.
The existing institutional framework for skill formation
in various construction trades is inadequate. The
Directorate General of Employment and Training
(DGE&T) in the Ministry of Labour is responsible for
vocational training in the country. It runs through state
governments and private organisations ITIs all over the
country. ITIs impart training in 43 engineering and 24
non-engineering trades. The engineering trades include
carpentry, plumbing, masonry and plastering, which
though not construction specific, may be relevant to it.
As a rule, the training is oriented to the manufacturing
and service sectors. Courses are of one to two years
duration and admissions are restricted to high school
passouts. Very few construction workers have high school
level education to qualify for admission or resources to
maintain themselves over the long training period.
The other major programme for skill training is the
Apprenticeship Training Scheme under the Apprentices
Act, 1961. The trades in which apprentices may receive
training, only 3 are construction specific (plumber,
brick-layer and fitter) out of total number of trades.
The National Network of Building Centres also trains
construction workers.
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In the absence of any institutional mechanism for
skill formation, construction workers continue to be
trained by the traditional master craftsmen. Apart from
its inadequacy in quantitative terms, the traditional
system neither utilises new technologies and work
methods, nor does it absorb the benefits of research
and development. Also, women workers are not trained
in any trade and they remain head load carriers or
helpers, all their working life.
It may be mentioned that authoritative serial data on
the size of construction workforce and its distribution
by skill, are not available. It is estimated that about 310
lakh workers are working in the construction sector, of
which 79% are unskilled. Out of this, 210 lakh workers
are seasonal construction workers, and the balance are
regular construction workers. Women constitute 23%-
27% of the construction workforce. The classification
of workers based on their skills is given in the Fig. 1.
3.0 Skill Development Initiatives by Government
Organisations
Among the Government Organizations CIDC has
established itself as the leading organisation in the
country for conducting skill development programmes
and providing training to the construction workers in
a very short span. Mahatma Gandhi National Rural
Employment Guarantee Act (MGNREGA), Swarnjayanti
Gram Swarozgar Yojana (SGSY),Swarna Jayanti Shahari
Rozgar Yojana (SJSRY) are some of the Government
sponsored skilled development programmes for both
urban and rural areas.
3.1 Skill Development Initiative Scheme (SDIS) by
Ministry of Labour and Employment
The SDIS was launched by the Ministry of Labour and
Employment in 200708 with the objective of meeting
the growing requirement of skilled manpower in the
industry through short-term courses. In less than three
years, 1,108 Modular Employable Skills (MES) course
modules have been developed covering 48 sectors of the
economy. The duration of these courses ranges from 60
Fig. 1: Source: Report of the working group on Skill
Development & Training
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hours to 960 hours and they are modular in nature so that
a person can acquire skills, get employed, come back to the
institute, and acquire another skill according to his or her
liking and the market requirement. The scheme has been
very well received by the industry and youth.
3.2 The Construction Industry Development Council
(CIDC)
CIDC under Planning Commission of India has developed
Construction Workers Training Programme and
Employee Development Programme to enhance the
proficiencies of various trades working at execution
of Construction Workers level and supervisory level
duties respectively. All these programmes are running
at various locations across the nation. Persons engaged
in Construction Industry such as workers & supervisors
having qualification from Vth to XIIth Standard can
enroll for short term courses from 1 month to 6 months.
At present, apart from the Union Government, four
State Governments (Rajasthan, Bihar, Haryana & M. P.),
one National University (Indira Gandhi National Open
University), Four State Universities, and almost 79 major
Construction Companies, apart from three Industry
Associations are working together with CIDC to nurture this
programme, which is primarily self financing. Association
with National Institute of Open Studies and the DGET,
Ministry of Labour, Govt. of India, are on anvil, to enable
this initiative to expand further.
3.2.1 Workers Training and Certification
The largest manpower segment of Construction Industry
is the Construction Workers segment where the skill
development and certification requirements are substantial.
To cater these requirements, a program under the auspices
of Ministry of Labour in 55 different construction trades
has been launched for the first time in India.
The list of these trades is as follows:
Mason, Rubble Mason, Carpenter, Shuttering Carpenter,
Bar-bender/Steel Fixer, Plasterer, Tiler, Painter, Plumber,
Surveyor, Roof Sheet Layer, Foreman, Stone Cutter and
Dresser, Plasters, Drillers, Excavator, General Works
Supervisor Welder, Electrical Fitter, Electrical Wireman,
Mate Spray Man, Electrician, Fitter, Auto Electrician, Black
Smith, Block Maker, Fabricator, Turner, Dozer Operators,
Floor Grinding Operator, Concrete Vibrator Operator,
Concrete Mixer Operator, Hot Mix Plant Operator, OMC
Technician, Vibratory Road Roller Operator, Riggers, Tar
Boiler Operator, Mechanic Earth Moving Equipment,
Mechanic Auto / Heavy vehicles, Mechanic, Hydraulic
Excavator Operator, Motorized Grader Operator Wheeled
Loader Operator, Crawler Dozer Operator, Crane Operator,
Road Roller Operators, Batching Plant Operator, Machine
Operator, Stone Crusher Operators, Store Keeper, Dumper
Operators, Public Health Related trades (Testing of Water
& Sewerage etc.), Tower Crane Erection and Operations
(Concreting Operations) and Laboratory Technicians
(Concreting operations).
3.2.2 Vocational Training for Secondary Level
Students in various supervisory level occupations
After consultation with various agencies concerned,
CIDC has decided to set up this Construction Industry
Vocational Training Council as the apex national
agency concerned with the aspects of Human
Resource Development of the Secondary segment of
Construction Industry. After workers the next level
in construction industry is the supervisory workmen
segment. To cater to this need of workers training for
this segment, Vocational Training for Secondary Level
Students for different vocations is being conducted. A
person either having the secondary level education or
having workers certification can be educated through
these courses.
In order to improve the work performance of
construction industry and to generate value
added employment opportunities, Construction
Industry Development Council (CIDC) as the apex
organization representing the Government and the
construction Industry, had initiated a country wide
Human Resource Development initiative focused on
developing a formidable work force to fructify various
Infrastructure Development Projects in the Nation
and also abroad.
Over the last 13 years CIDC has made substantial
achievements in the area of HRD especially for
construction workers, Artisans and Supervisory
cadre personnel. The programme is now spread over
19 states and supported extensively by various State
Governments.
The support from the State Government has come
by way of provision of physical infrastructure, 29 ITIs,
nomination of learners under various central and
state schemes such as NREGS, Chattisgarh Raj Mistry
Yojana, Vocational Training for candidates belonging
to SC/ST categories and training of Jail inmates.
Over 250,000 personnel trained, tested and certified
by CIDC for their skills. Almost 100% have found
value added appropriate employment with leading
industry organizations.
All CIDC training centers are equipped with course
material, training kits and well trained staff to cater
to the express needs of the students and often the
teaching material is developed in vernacular to make
the message well understood.
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follow-up, many States have set up State Level Skill
Development Mission.
4.3 Kaushal Vikas Yojana
In compliance with the announcement made by Honble
Prime Minister, DGE&T, Ministry of Labour & Employment
has taken up a project titled Kaushal Vikas Yojana to set
up 1500 new Industrial Training Institutes (ITIs) & 1000
Skill Development Centres (SDCs) in PPP by involving
three partners:-
Private Training Provider playing the lead role
State Governments are expected to extend all the
possible logistical support, land & provide basic
infrastructural facilities free of cost and
Central Government providing Viability Gap Funding
(VGF)
4.4 Federation of Indian Chambers of Commerce &
Industry (FICCI)
FICCI acts as a skills development aggregator
to complement Government of Indias ambition of
training 500 million people by 2022. FICCI offers
support and facilitation services through Policy
Advocacy, Industry Intervention and International
Collaboration so that the youth can acquire skills
to meaningfully participate in and contribute to the
economy.
4.5 Confederation of Indian Industries (CII)
CII has turned the limelight on skills development
across the country to align industry manpower needs
with the skilling initiatives underway and improve
the employability of the working population including
school drop-outs, semi-skilled and un-skilled workers.
Due efforts are underway to create a new wave of
entrepreneurship in the country that will result in
further employment generation. CII has launched its
own Skills Development Initiative, which is aligned, to
the National Skills Development Agenda to skill 500
million people by 2022. In this endeavour, CII has set up
its first skills centre at Chhindwara, MP, to train people in
bar bending, grinding, pipe fitting, welding, etc. CII along
with HPCL launched the Swavalamban project to train
2,200 youth in multiple trades. The programmes have
high local relevancy, in-built flexibility and are modular
in form. Five sectoral studies have been released on
skills requirements in the constructions, auto, retail,
healthcare and banking & financial services sectors.
Skills development projects are running across the
length & breadth of the country with 20 projects already
being successfully completed. Projects cover both rural
& urban areas. Currently the projects are running in the
rural areas in Maharashtra, Andhra Pradesh, Rajasthan,
Haryana, Tamil Nadu and Punjab.
3.3 HUDCO (Housing and Urban Development
Corporation)
HUDCO and others under Ministry of Urban Development
and Planning Commission of India have established 640
Building Centres and Company run schools (NBCC HCC, L&T,
ECC etc.) & association for skill development programmes.
3.4 Khadi & Village Industries Corporation (KVIC)
KVIC have 51 Training Centres and also running 35 types
of programmes for Unemployed rural youths, Injob
and Artisans/Supervisors working in KVI institutions,
prospective Entrepreneurs, beneficiaries of different
Govt. Schemes desirous of undertaking KVI activities for
duration from 2 months to 12 months.
3.5 MSME (Micro, Small & Medium Enterprises)
MSME under Small Industries Development Organisation
(SIDO) conducts Entrepreneurship Development
Programme, Skill Development Programme (SDP),
Management Development Programme in their
72 institutes/ bodies through out the country for
unemployed educated youth for both short term and
long term programmes.
4.0 Skill Development Initiatives by Public Private
Participation (PPP) mode
There has been a paradigm shift in the national policy
on skill development with the private sector playing a
lead role instead of the government, as they are the job
providers. The governments roles have changed from
being a vocational training provider to a partner and
facilitator.
4.1 National Skill Development Corporation (NSDC)
The National Skill Development Corporation India
(NSDC) is a one of its kind, Public Private Partnership
in India. It aims to promote skill development by
catalyzing creation of large, quality, for-profit vocational
institutions. It provides funding to build scalable, for-
profit vocational training initiatives. Its mandate is also
to enable support systems such as quality assurance,
information systems and train the trainer academies
either directly or through partnerships.
The objective is to contribute significantly (about 30
per cent) to the overall target of skilling / upskilling
500 million people in India by 2022, mainly by
fostering private sector initiatives in skill development
programmes and providing funding.
4.2 State Missions on Skill Development
State Governments have also been advised to set up
State level missions under the chairmanship of Chief
Ministers of respective States to guide and review
the Skill Development activities at State level. As a
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CII is also conducting Skills Gap studies across the
country through credible partners. These studies have been
successfully completed in Tamil Nadu and Maharashtra,
while those in Jammu & Kashmir and Punjab are nearing
completion. The study projects the skills needs and gaps
of the state by 2015. Such an analysis helps understand
the dimensions of the problem and opportunity within.
Based on the findings CII works to create mechanisms
to fill these gaps and address the needs of both the
organised and the unorganised sector.
4.6 Delhi University-CII Professional Skills Project
CII has identified the need to bridge the employability
skills gap among the youth by training them in skills
as required and defined by the industry through open
sessions and interaction between University and Industry
to develop learned, successful and efficient manpower;
to understand and explore the available resources in the
University and open up avenues based on the existing
learning; to assimilate the needs of industry and initiate
suitable customization of the Universities learning.
4.7 Governement of India- L & T (ECC Division) Training
Programmes.
Ministry of Rural Development, Govt. of India, with
a view to provide much needed training, testing and
certification for construction workmen has taken
initiative Jointly with L&T in three different trades such
as (i)Bar Bending & Steel Fixing ,(ii) Masonry and (iii)
Formwork & Shuttering Carpentry.
Structured Training period is for 3 months where 80%
hands-on practical training and 20% Classroom teaching to
be conducted at L&T Construction Skills Training Institutes
/ Centres in different locations across the country and
one month on-the-job training at construction site. The
objectives of these training programmes would be;
To train unskilled BPL (Below Poverty Line) candidates
and also upgrade the skill level of existing construction
workers engaged in the Industry.
To provide opportunities of employment and raise the
economic level of the workers.
To develop a pool of professionally qualified / proficient
micro entrepreneurs for overall economic growth &
development of the state.
The modus operandi of training programme as follows:
State Governments on behalf of Central Govt. to select
academically challenged youth preferably 10th & 12th
class fail (but 5th class pass may also be recommended)
in the age group between 18 years & 30 years from
various Districts of five States namely Uttar Pradesh,
Bihar, Madhya Pradesh, Jharkhand & Chhattisgarh, in
India. Selected youth to be sent to L&Ts Construction
Skills Training Institute / Construction Skills Training
Centres across the country for training as per the
requirement and vacancies mutually agreed upon from
time to time. After three months of training at CSTI
/ CSTC and one month on-the-job training, these
trainees to be referred for engagement with the
sub-contractors working at L&T Project sites. In one
of the training programme trainees are exposed to
Formwork & Shuttering as shown in Fig. 2.
4.8 CPWD Regional Training Institutes
Workers Training Centres also work as part of Regional
Training Institutes at four Metros. They impart
skill improvement training to workers and Group
D staff. The skill development courses for workers
are conducted in associated with Construction
Industry Development Council. After completion of
the training, certification of the workers is also done
through IGNOU.
4.9 Australian Vocational Training and Employment
Group (AVTEG)
Australian Vocational Training and Employment Group
(AVTEG) is an education consultancy that provides world
class Vocational and Corporate training to ensure career
development and skills training of the Indian workforce.
AVTEG designs educational curriculum for targeted
jobs and also provides on the job training that yields
local job opportunities, certification from vocational
training institutes and polytechnics in Australia and
jobs in Australia. AVTEG certified workforce is locally
employable, nationally valuable and globally acceptable.
AVTEG is a performance based vocational education
and training organisation that promotes and supports
sustainable skill development as a strategic tool for
organic growth with competency Skills Training programs
designed for specific Skill Development Sectors.
4.10 Artisan-friendly CSR (Corporate Social
Responsibility) and educational interventions
A School of Construction Artisans has been
established recently in Coimbatore, Tamil Nadu, for
imparting free residential training in concreting,
Fig. 2: Hands on training on Formwork and Shuttering in
L&T (ECC) programme
carpentry and masonry as part of a CSR drive.
Coimbatore Chapter of Builders Association of India
(BAI) is cooperating with Shri Ramakrishna Mission
Vidyalaya, Coimbatore to establish the countrys first
school for artisans. The trainees will be inducted into
the member construction companies of BAI (Builders
Association of India) in Coimbatore.
In Madhya Pradesh, Rewa ITI has been selected in the
first phase of Centre of Excellence in the sector of
Construction and Woodworking Industry.
The Kerala government has started a Kerala
Construction Academy which imparts short-term
training to unskilled workers in the construction
industry and Kerala Skills Development Corporation
to train up to 20,000 Twelveth standard students
every year in different engineering streams based
on the educational system in Singapore under the
guidance from the Singapore Cooperation Enterprise.
5.0 Conclusion
The nature of skill mix in building trades is of significance.
The skills required to perform building trades vary
considerably. A mazdoor could easily be used to
assist a mason, concreter, painter or a carpenter. But
the skill requirements begin to increase as one moves
up the technological ladder. Skills required to become
a formwork and centring carpenter, are different from
those required in a furniture making carpenter. Similar is
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the case in masonry, plumbing, concreting etc. Each of
these trades is semi-dependent, though a part of the
construction process. Entry in the building job market
is easy and quick at the bottom-end of the skill; the exit
at this end is also easy though not as rapid. Unskilled
workers keep moving in and out of the industry. But
as the level of acquired skill grows, the opportunity
for movement out of the industry declines. This is
inevitable, as there is no demand for building skills
in any other industry. They may change jobs from a
contractor to an independent entrepreneur. But this
does not happen to most of the workers. A female
worker carrying loads on her head does the same job
through out her life. One has to climb on technological
ladder after acquiring certain skills and training but
without any education there is no further growth.
But to overcome those hindrances, Indira Gandhi
National Open University (IGNOU) has announced a
scheme for Assessment and Certification of Prior
Learning, which will enable skill assessment among
the workforce and accordingly certify their skills.
By their long work experience, people would have
acquired knowledge, but would not have a degree.
IGNOU will assess the skills of artisans, carpenters,
office assistants and others in related fields, and give
them suitable certification. The initiative will give
them opportunities for vertical mobility and it will
also lead to sustainable skill development.