there is an acute shortage of skilled and trained workers for a number of industrial

occupations and a majority of workers suffer from low efficiency, which necessarily means
that the rate of skill formulation has been low. Besides, factors like social attitude to
industrial work, differentials between the income of skilled and unskilled workers, and the
training and educational facilities available in the country, the educational system has been
responsible for this state of affairs. To bring about any change in these is an uphill task. But
for rapid industrial development, the provision of training facilities for workers is the need
of hour. This training pre/supposes a sound bases of universal literacy, proper planning and
utilization of trained personnel, and properly and designed training programmes. Needless
to say, training leads to efficiency and increased productivity, less waste, reduced
supervision, higher employee earnings, reduced accidents, increased organizational stability
and flexibility, heightened moral and vertical job mobility.
Various schemes of vocational training and apprentice ship were in operation such as:
(a) The apprenticeship and higher training in railway workshops, a technical school
and the staff college for the railways;
(b) The well/defined apprenticeship schemes in Sone Valley Portland Cement
Company; the Assam Oil Company; the Tata Oil Mills Co., the Tata iron and
Steel Company, the Tinplate Company of India and some engineering works in
Bombay, Bengal, U.P. and Punjab.
(c) The training was also organized in the dockyards at Bombay and Calcutta Port
Trusts, and port workshops at Calcutta, Madras and Vishakapatnam and some
municipalities; and

(d) In several unorganized industries, such as carpet weaving, bidi and cigar-making, and mica-splitting,
training was provided to working children in the process of getting help from them.

On the basis of the recommendations of the Committee, the government constituted

in 1957 the National Council for Training in Vocational Trades (NCTVT), consisting of representatives of
employers, employees, technical institutions, representatives of the Central and State Governments and labour, and
sought advice on all aspects of vocational training and correlating training facilities with the requirements of
industry. The NCTVT is assisted
by a member of trade committees, separately for each of the 40 engineering and 27 non-
engineering trades. These committees advise the NCTVT on matters relating to the standard
of teaching the quality of instruction and on the problems relating to each specific trade.

3.10.1 Training Schemes of DGET

To build up the career of young persons and to supply a constant stream of trained personnel to
industries, the Director-General of Employment and Training (DGET) has designed a number of training
programmes.
A few important programmes are:
(1) Craftsmen’s Training Programme.
(2) Craft Instructor’s Training.
(3) Advanced Vocational Training.
 (4) Foreman’s Training.
(5) Apprenticeship Training Scheme.
(6) Part-Time Training for Industrial Workers, and
(7) Vocational Training Programme for Women.

3.10.1.1 Craftsmen’s Training

The DGET has set up industrial Training Institutes and Centres (ITI’s/ITC’s) to provide training to those
young men and women who are in the age group of 14 to 25 years. By Oct, 1993 there were 2,651 such
institutes with an intake capacity of 3.98 lakh workers which are permanently or provisionally affiliated to the
National Council for Vocational Training (NCVT) that impart training in 41 engineering and 22 non-engineering
trades. The modular ITI’s (MITI’s) at Haldwani (U.P.), Calicut (Kerala), Jodhpur (Rajasthan) and Choudwar
(Orissa) have been setup by the Government to organize craftsmen training on
a modular basis. Besides the courses in these trades, shot-term courses are also conducted
by ITI’s in some States and Union Territories. There are six modular training institute. They also advise
Government on the standards and norms of training, prescribe curriculum, trade testing and certification.
The period of training varies from one to two years. The entry qualifications vary from VIII standard pass to
XII standard depending on trade. The

training is provided either free or on a nominal tuition fee. Every trainee is provided a stipend of Rs. 40 per
month besides free workshop clothing’s, hostel accommodation and medical facilities. Up to July 31, 1992, the
total number of ITI’s where such training is provided were 1,028 with an intake capacity of 3,97,716.
3.10.1 2 Craft Instructor’s Training
Six training institutes, each located at Bombay, Calcutta, Hyderabad, Kanpur, Ludhiana and Central Training
Institute at madras train craft instructors required by it is and apprentice- training establishments. In 1982 these were
upgraded to Advanced Training Institute (ATI), which impart one-year comprehensive training both in skill
development and principles of training. The modular pattern of training for craft instructors is being imparted at
C.T.I., Madras and A.T.I., Hyderabad. The trades in which training is imparted is like this, for printing trades
ATI, Kanpur. Farm mechanics at ATI, Ludhiana, millwright trade at ATI, Kanpur, Howrah and Ludhiana and at
ATI, Bombay, chemicals and weaving. As on October
93, the total intake capacity of all these centres is 1,115. During period expired on October, there was full utilization
of capacity.
3 Advanced Vocational Training
This scheme was started in October 1977 to provide training to highly-skilled workers and technicians in a
variety of advanced and sophisticated skills not available under the vocational training programme. This scheme
was undertaken with the assistance of UNDP/ I.L.O. under which six ATI’s of State Governments were
modernized. The advanced skill training courses are offered at 6 ATIs located at Bombay, Kanpur, Calcutta,
Hyderabad, Ludhiana and Madras and at 16 selected it is located at Ambattar, Bangalore, Vadodara, Dhanbad,
Durgapur, Faridabad, Gauhati, Jabalpur, Jammu, Jodhpur, Kalamassery, Meerut, Patiala, Pune, Rai Bareilly and
Vishakhapatnam under 15 State Governments. These institutes were modernized to conduct various advanced
courses under the scheme. About
10,000 workers are trained every year. The Advanced Training Institute at Madras serves
as an apex institute. In 1974, an advanced training institute for electronics and process instrumentation was
established in Hyderabad to train highly skilled technicians in such fields as consumer/industrial/medical
electronics.
 Since 1981, two advanced training institutes have been working in the field of electronics and process
instrumentation at Dehradun and Hyderabad. In order to meet the requirements
of technical workers in hitech areas, a NC/CNC training centre was established at ATI, Madras, with the
assistance of UNDP/ILO. Looking to the success of ATI, Madras, one centre each at Bombay and Kanpur is
being set up. under the World Bank vocational Training Project, 33 it is of different States and UTs have
been covered
4 Supervisors/Foremen’s Training

The supervisors/foremen are the frontline managers, hence, they are of paramount
importance due to their unique position in the organizational hierarchy. In India, for the
training of foremen, two institutes are functioning, one at Bangalore (1971) and another at
Jamshedpur (1986). Here training is provided to existing and potential foremen in technical
and managerial skills, besides routine matters pertaining to manpower management. In the
programme both tailor-made and general programmes of both short and long term duration
are organized. Generally, industries sponsor their candidates for the long courses on the
modular pattern. The short-term courses are of one to twelve weeks’ duration, whereas
long-term courses are of two years duration, which are of three types:
(i) Diploma in foremanship for NAC/NTC candidates.
(ii) Post-Diploma in foremanship for fresh diploma-holders and
(iii) Post diploma in foremanship (maintenance, engineering) for fresh diploma holders.
Since its inception to October 1993, about 15,202 foremen have been trained in
long-term and shout-term courses.

3.10.1 5 Apprenticeship Training Scheme

Under the apprentices Act, 1961, it is obligatory on the part of the employer to
engage apprentices in certain trades. The apprentice training consists of basic training in
the specific filed, followed by shop-floor training. The training of graduates and diploma-
holders in engineering/technology as graduate technical apprentices was brought under the
purview of the amended Apprenticeship Act of 1973. The scheme is implemented by
D.G.E.T. with the assistance of six regional directorates of apprenticeship training (RDAT’s)
located at Calcutta, Bombay, Madras, Kanpur, Hyderabad and Faridabad. The State

Governments and UT administrators are responsible for implementing the scheme in the respective
departments, P.S.Us and private undertakings. The duration of training for trade apprentices varies from six
months to four years, depending on the requirements of trade. The educational qualifications for apprentices
vary from 8th pass or equivalent to higher secondary, P.U.C. or equivalent. Till October 1993, the numbers of
trades covered under the Act were 147, the number of industries having the scheme was 6,158, the seats located
were 43,100 and the numbers of seats utilized were 20,976 only. The syllabi for training under the
Apprenticeship Act, 1961 are periodically reviewed by the trade committees keeping in view the technological
requirement of industry. The apprentices receive a stipend varying between Rs. 460 and Rs. 1,120/- per month,
depending on their skill and programme undertaken.

As on 30th June, 1993, there were 20,976 graduates and technician apprentices undergoing training,
out of which 5,114 belonged to weaker sections of society, namely, SC-1217, ST-258, minorities 1,270,
women 2,317 and physically-handicapped 52.
6 Part-Time Training for Industrial Workers

The scheme for imparting part-time training was introduced in 1958 with a view to improve knowledge and
skill of workers who did not have the benefit of systematic training
in institutes. Under the scheme, the workers, irrespective of their age but with two years of work experience, are
sponsored by their employers for the course. The duration of training
is of two years and it is organized during evening hours. The training programme is conducted
at the Central Training Institute of Madras, 5 ATIs and various ITIs.

3.10.1.7 Vocational Training Programme for Women

A special project for the development of women workers was undertaken by the
Government in 1977 with the assistance the Swedish International Development Authority
(SIDA) and Implemented through the ILO. The basic objectives of this project is to assess the training needs of
women workers, both in urban and rural areas and to upgrade the Central Training Institute for Women
Instructors, New Delhi into the National Vocational Training Institute (NVTI) for women.
the various schemes
(a) Substantial training capacities have remained unutilized.
(b) No new trades have been added.
(c) The training programmes do not take into account local and regional needs.
three has not been adequate expansion in some trades in which there has been a
 persistent shortage.
(e) The selection of trainees is made by inexperienced and non-technical persons and
considerations other than the suitability of the candidates become important.
(f) Many instructors do not have any experience of working conditions and production techniques
in industry.
(g) The quality of training is poor, which may be due to lack of counseling arrangements.
(h) The training provided does not conform to the needs of industries and the rapid expansion
of the training programme.

QUESTIONS FOR DISCUSSION

1. Explain the concept of Labour Welfare
2. What are the thrust areas of Labour training ?
3. List a few of the special welfare schemes for Labour initiated by the Government
of India
4. Explain the statutory welfare measures which an Industry is bound to provide to labour
under the Factories Act, 1948
5. What are the Labour Welfare Facilities under Welfare Funds ?
6. What are the objectives and techniques of labour education ?
7. Enumerate some special category programmes for the workers’ of India
8. Explain the training schemes offered to labour under the Director-General of
Employment and Training (DGET)
9. What is the commentary given by the study group of the National Commission of
Labour (NCL) on the Evaluation of the training schemes ?