District wise skill gap study for the State of Haryana Contents 1 Report Structure 4 2 Acknowledgement 5 3 Study Objectives 6 4 Approach and Methodology 7 5 Growth of Human Capital in Haryana 16 6 Labour Force Distribution in the State 45 7 Estimated labour force composition in 2017 & 2022 48 8 Migration Situation in the State 51 9 Incremental Manpower Requirements 53 10 Human Resource Development 61 11 Skill Training through Government Endowments 69 12 Estimated Training Capacity Gap in Haryana 71 13 Youth Aspirations in Haryana 74 14 Institutional Challenges in Skill Development 78 15 Workforce Related Issues faced by the industry 80 16 Institutional Recommendations for Skill Development in the State 81 17 District Wise Skill Gap Assessment 87 17.1. Skill Gap Assessment of Ambala District 87 17.2. Skill Gap Assessment of Bhiwani District 101 17.3. Skill Gap Assessment of Fatehabad District 115 17.4. Skill Gap Assessment of Faridabad District 129 2 17.5. Skill Gap Assessment of Gurgaon District 143 17.6. Skill Gap Assessment of Hisar District 158 17.7. Skill Gap Assessment of Jhajjar District 172 17.8. Skill Gap Assessment of Jind District 186 17.9. Skill Gap Assessment of Kaithal District 199 17.10. Skill Gap Assessment of Karnal District 213 17.11. Skill Gap Assessment of Kurukshetra District 227 17.12. Skill Gap Assessment of Mahendragarh District 242 17.13. Skill Gap Assessment of Mewat District 255 17.14. Skill Gap Assessment of Palwal District 268 17.15. Skill Gap Assessment of Panchkula District 280 17.16. Skill Gap Assessment of Panipat District 294 17.17. Skill Gap Assessment of Rewari District 309 17.18. Skill Gap Assessment of Rohtak District 324 17.19. Skill Gap Assessment of Sirsa District 337 17.20. Skill Gap Assessment of Sonipat District 351 17.21. Skill Gap Assessment of Yamunanagar District 370 18 Glossary 385 3 Disclaimer for the skill gap report NSDC engaged KPMG (KPMG Advisory Services Pvt Ltd) to prepare this report, which is based on independent research and analysis done by KPMG. This report is not based or derived from any other report or research paper. Any similarity with any other paper may purely be a co-incidence. All rights reserved. All copyright in this report and related works is solely and exclusively owned by NSDC. The same may not be reproduced, wholly or in part in any material form (including photocopying or storing it in any medium by electronic means and whether or not transiently or incidentally to some other use of this presentation), modified or in any manner communicated to any third party except with the written approval of NSDC. This report is for information purposes only. While due care has been taken during the compilation of this report to ensure that the information is accurate to the best of KPMG’s and NSDC’s knowledge and belief, the content is not to be construed in any manner whatsoever as a substitute for professional advice. KPMG and NSDC neither recommend nor endorse any specific products or services that may have been mentioned in this report and nor do they assume any liability or responsibility for the outcome of decisions taken as a result of any reliance placed in this report. Neither KPMG nor NSDC shall be liable for any direct or indirect damages that may arise due to any act or omission on the part of the user due to any reliance placed or guidance taken from any portion of this report. This report was prepared in October 2013 1 Report Structure The report is structured in the following manner Part I includes Foreword, Acknowledgements, Study Objectives, Approach and Methodology, Study Limitations and Executive Summary. Part II concentrates on the profile of Haryana from a socio-economic and human capital perspective and state level recommendation on skill development in Haryana Part III consists of detailed analysis of all districts of Haryana from a socio-economic and human capital perspective and specific district level recommendations Part IV consists of Appendix 4 2 Acknowledgement We are grateful to the Government of Haryana and its various departments for their contribution towards the successful completion of the study. Our special thanks to Shri Dhanpat Singh, Shri Manish Jindal and Shri K K Kataria, who gave their time for focused and intense discussions. We acknowledge with gratitude the support provided by the skill Training Institutions, NGOs, Industry Representatives and the youth of the state for their contribution towards the study We would like to thank all industry partners, training partners for their active participation. The success of the study has been possible through their collaborative efforts. In addition, we convey our gratitude to all those who have, in some way or other, contributed towards the successful completion of this study. 5 3 Study Objectives National Skill Development Corporation (NSDC) has mandated KPMG Advisory Services Pvt Ltd to undertake the District level Skill Gap Study of the state of Haryana. Study objectives would include a review of the following at an overall state and for all districts: • Socio-economic profile – demography, economic profile of district by industry, state of education. • Identify developmental opportunities keeping in mind factor endowments and stakeholder perspectives. • Identify specific developmental initiatives/projects which have an impact on employment generation. • Articulate the aspirations of the youth. • Identify the current and future (2012- to 2022) skills and manpower requirements by industry and estimate the gap that exists. • Study the existing VT infrastructure booth in the private sector and the government domain. • Suggest suitable interventions/recommendations to address the skills gap. • Recommendations have to be specific and actionable. • Recommendations should also include specific initiatives that NSDC can take based on the mandate of the organization. • Create an action plan with indicative timelines. 6 4 Approach and Methodology KPMG has adopted a structured methodology to understand the skill ecosystem in Haryana, assess incremental manpower needs, and collate insights, to arrive at recommendations to address the manpower skill gaps in the districts of the state – which in turn aggregate to provide a picture of the manpower skill gaps in the entire state. Dimensions to assess skill gaps Skill gaps were assessed under two dimensions, each of which required a different approach Need for manpower skill development in organized sector : This involved understanding skill gaps for formal/informal employment in both private and public enterprises among key manufacturing and services sectors in Haryana. Need for manpower skill development for livelihood trades : This involved understanding skill requirements to foster local livelihoods in primary, unorganized secondary and unorganized tertiary sectors in the districts. Salient features of the study Socio-economic Profile: Detailed analysis of demographic and socio economic factors such as population, population growth trends, population density, urbanization, overall literacy, female literacy, healthcare indices, school education, higher/vocational education, drop out rates, domestic product, per capita income, labour force participation, worker participation rate, migration, primary, secondary & tertiary sector profiles at a state and district level. Sectoral Focus: The study focused on analysing manpower skilling requirements from the perspective of state level high growth sectors along with localized sectors that have potential at the district level. Since over two thirds of the population of Haryana is involved in agriculture and agri-allied activities, the study also focused on manpower skilling requirements in these areas. Government policies of related sectors were studied, to understand thrust and growth targets for different sectors in the state, which would translate to priority sectors from the perspective of investment in manpower skilling as well. Voice of Stakeholders: Detailed interactions were undertaken with various stakeholders, such as youth, private skill training providers, Government departments with skill training mandate and industry players - to understand their perspectives on manpower training and placement. Manpower Supply-Demand Gap: Manpower supply-demand gap would be the difference between projected workforce participation and industrial manpower requirements, estimated as 2022. Estimation of Manpower Supply : Based on estimations of population growth rate, working age group population and labour force participation, manpower supply in 2017 and 2022 has been estimated at district and state level. 7 Assessment of Existing Skill Training Capacity: Existing skill training capacity has been calculated based on sanctioned intake and enrolment in formal skill training institutions – government and private institutions offering Higher Education, Vocational Education (ITI/ ITC) and Diploma programs, at both the state and district levels along with Government sponsored training schemes. A dipstick study was undertaken at the district level to understand the institutional readiness of the skill training institutions. Computation of Incremental Employment Potential: District level and state level data on categories of investment and employment were analyzed to arrive at the composition of economic activity, and their respective growth rate in each district. The proposed sectoral growth rate for the state of Haryana and its districts, have been estimated based on a triangulation of several factors