NSDC-JNK 2013 District Wise Skill Gap Report

District wise skill gap study for the
State of Jammu and Kashmir
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District wise skill gap study for the State of Jammu and Kashmir
Disclaimer:
National Skill Development Corporation (NSDC) engaged ICRA Management Consulting Services Limited
(IMaCS) to prepare this report, which is based on independent research and analysis done by IMaCS.
This report is not based or derived from any other report or research paper. Any similarity with any
other paper may purely be a coincidence.
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or storing it in any medium by electronic means and whether or not transiently or incidentally to some
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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 IMaCSs’ and NSDC’s knowledge and
belief, the content is not to be construed in any manner whatsoever as a substitute for professional
advice.
IMaCS 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 IMaCS 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.
Year of publishing: 2013
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Table of Contents
1. Jammu and Kashmir – Update Skill Gap Study ................................................................................... 21
1.1. Background of the study ................................................................................................................. 21
1.1.1. Study objectives .......................................................................................................................... 21
1.1.2. Approach and Methodology ....................................................................................................... 22
1.1.3. Methodology used for forecasting demand and supply ............................................................. 24
1.1.4. Key definitions used in the report .............................................................................................. 25
1.1.5. Study limitations ......................................................................................................................... 25
1.2. Socio-economic profile of Jammu and Kashmir.............................................................................. 26
1.3. Comparison of J&K – with special states and other states ............................................................. 40
1.4. Education and training profile ........................................................................................................ 44
1.5. Skill development initiatives ........................................................................................................... 49
1.6. Employment Exchange Performance .............................................................................................. 52
2. Employment Potential and qualitative skill gaps ................................................................................ 58
2.1. Demand for human resources ........................................................................................................ 58
2.2. Supply of human resources............................................................................................................. 62
2.3. Demand-supply gap ........................................................................................................................ 64
3. Mapping of high growth sectors ......................................................................................................... 65
4. Clusters in Jammu and Kashmir .......................................................................................................... 74
5. Qualitative skill gaps ........................................................................................................................... 75
6. Youth aspirations ................................................................................................................................ 79
7. Recommendations .............................................................................................................................. 82
8. District Reports ................................................................................................................................. 109
8.1. Anantnag ................................................................................................................................... 110
8.2. Bandipora .................................................................................................................................. 136
8.3. Baramulla .................................................................................................................................. 156
8.4. Budgam ..................................................................................................................................... 175
8.5. Doda .......................................................................................................................................... 192
8.6. Ganderbal.................................................................................................................................. 211
8.7. Jammu ....................................................................................................................................... 229
8.8. Kargil ......................................................................................................................................... 259
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8.9. Kathua ....................................................................................................................................... 276

8.10. Kishtwar ................................................................................................................................ 296
8.11. Kulgam .................................................................................................................................. 315
8.12. Kupwara ................................................................................................................................ 334
8.13. Leh ......................................................................................................................................... 356
8.14. Poonch .................................................................................................................................. 377
8.15. Pulwama................................................................................................................................ 394
8.16. Rajouri ................................................................................................................................... 416
8.17. Ramban ................................................................................................................................. 435
8.18. Reasi ...................................................................................................................................... 452
8.19. Samba.................................................................................................................................... 468
8.20. Shopian ................................................................................................................................. 483
8.21. Srinagar ................................................................................................................................. 502
8.22. Udhampur ............................................................................................................................. 527
List of Tables
Table 1: Key demographic indicators .......................................................................................................... 26
Table 2: Qualitative migration trends ......................................................................................................... 28
Table 3: Diversity in crops in Jammu and Kashmir ..................................................................................... 31
Table 4: Land holding pattern in Jammu and Kashmir ............................................................................... 32
Table 5: Horticulture profile of Jammu and Kashmir .................................................................................. 33
Table 6: Manufacturing Snapshot in Jammu and Kashmir – 2010-11 ........................................................ 35
Table 7: Existing Industrial Estate – as of November 2012 ......................................................................... 36
Table 8: achievements of J&K KVIB under PMEGP, from 2008-09 to 2012-13, as on 31.05.2013 ............. 37
Table 9: KVIB performance – 2012-13 ........................................................................................................ 38
Table 10: Registered KVIB units under REGP - Rural Employment Generation Programme – 2010-11..... 39
Table 11: Comparison of J&K with other states on education related parameters ................................... 41
Table 12: Comparison of J&K with other states on select economic parameters ...................................... 43
Table 13: Comparison of J&K with other states on select social parameters ............................................ 44
Table 14: Key Literacy indicators, Jammu and Kashmir .............................................................................. 44
Table 15: School education infrastructure in Jammu and Kashmir, 2010-11 ............................................. 45
Table 16: Enrolments in Higher Education courses in Jammu and Kashmir ............................................... 45
Table 17: Social background of the students in J&K ................................................................................... 46
Table 18: Upcoming degree colleges in J&K ............................................................................................... 47
Table 19: List of upcoming polytechnics in J&K .......................................................................................... 47
Table 20: ITI in Jammu and Kashmir – 2013 ............................................................................................... 48
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Table 21: Himayat Scheme – Key indicators ............................................................................................... 52

Table 22: Registration at district employment centers .............................................................................. 53
Table 23: Awareness creation initiatives performance – upto June 2013 ................................................. 57
Table 24: Incremental demand in Jammu and Kashmir, 2012 to 2022 ...................................................... 58
Table 25: Job role wise incremental demand in Jammu and Kashmir, 2012 to 2022 ................................ 60
Table 26: Incremental supply in Jammu and Kashmir, 2012 to 2022 ......................................................... 62
Table 27: Incremental supply by skill level in Jammu and Kashmir, 2012 to 2022..................................... 63
Table 28: Jammu and Kashmir number of Banks ........................................................................................ 67
Table 29: Region-wise tourism category..................................................................................................... 73
Table 30: Industrial cluster distribution in J&K ........................................................................................... 74
Table 31: Key skill gaps – by sector ............................................................................................................. 75
Table 32: Indicative list of opportunities for entrepreneurship ................................................................. 87
Table 33: High growth sectors where Government incentives are required for private training .............. 99
Table 34: Mapping of job roles outlined by select SSCs – comparison with courses existing in
Government ITIs in J&K............................................................................................................................. 100
Table 35: Indicative list of training programs for private training providers ............................................ 106
Table 36: Sectors where NSDC intervention is required in Jammu and Kashmir ..................................... 108
Table 37: Comparison of Anantnag district with Jammu & Kashmir – key indicators .............................. 110
Table 38: Key demographic indicators ...................................................................................................... 111
Table 39: Crops grown in Anantnag district.............................................................................................. 112
Table 40: Number of small scale units and their employees in district Anantnag ................................... 114
Table 41: School education infrastructure in Anantnag district ............................................................... 115
Table 42: Streams available with degree colleges in Anantnag district ................................................... 115
Table 43: Key ITI indicators in the Anantnag district ................................................................................ 116
Table 44: Details of ITIs in Anantnag district ............................................................................................ 116
Table 45: Details of Polytechnics in Anantnag district .............................................................................. 117
Table 46: Incremental Demand in Anantnag district - 2012 to 2017 ....................................................... 122
Table 47: Incremental Demand in Anantnag district - 2017 to 2022 ....................................................... 123
Table 48: Indicative Skilling required in tourism in Anantnag .................................................................. 134
Table 49: Comparison of Bandipora district with Jammu & Kashmir – key indicators ............................. 136
Table 51: Crops grown in Bandipora district in 2012-13 .......................................................................... 137
Table 52: Fruits grown in Bandipora district in 2012-13........................................................................... 138
Table 53: Number of small scale units and their employees in district Bandipora .................................. 139
Table 54: School education infrastructure in Bandipora district .............................................................. 140
Table 55: Streams available with degree colleges in Bandipora district .................................................. 140
Table 56: Key ITI indicators in the Bandipora district ............................................................................... 140
Table 57: Details of ITIs in Bandipora district, as of September 2013 ...................................................... 141
Table 58: Incremental Demand in Bandipora district - 2012 to 2017 ...................................................... 146
Table 59: Incremental Demand in Bandipora district - 2017 to 2022 ...................................................... 146
Table 60: Indicative Skilling required in tourism in Bandipora ................................................................. 154
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Table 61: Comparison of Baramulla district with Jammu and Kashmir – Key Indicators ......................... 156
Table 63: School education infrastructure in Baramulla district, as of 2010-11 ...................................... 158
Table 64: Streams available with degree colleges in Baramulla district ................................................... 159
Table 65: Key ITI Indicators in Baramulla District, as of 2011-12 ............................................................. 159
Table 66: Details of ITI in Baramulla District, as of 2011-12 ..................................................................... 159
Table 67: Incremental Demand in Baramulla district - 2012 to 2017 ....................................................... 166
Table 68: Incremental Demand in Baramulla district - 2017 to 2022 ....................................................... 167
Table 69: Indicative Skilling required in tourism in Baramulla ................................................................. 174
Table 70: Comparison of Budgam district with Jammu and Kashmir – Key Indicators ............................ 175
Table 72: Area and production for different agriculture crops in the district of Budgam........................ 177
Table 73: Area and production for different horticulture crops in the district of Budgam during 2013-14
.................................................................................................................................................................. 177
Table 74: Statistics of Animal Husbandry in 2007..................................................................................... 178
Table 75: Industrial area in the district of Budgam .................................................................................. 178
Table 76: Craft wise total registered units up to June 2013 ..................................................................... 179
Table 77: School education infrastructure in Budgam district, as of 2011-12 ......................................... 179
Table 78: Streams available with degree colleges in Budgam district ...................................................... 180
Table 79: Key ITI Indicators in Budgam District, as of 2011-12................................................................. 180
Table 80: Details of Govt. ITIs for Budgam district ................................................................................... 180
Table 81: Incremental Demand in Budgam - 2012 to 2017 ...................................................................... 185
Table 82: Incremental Demand in Budgam - 2017 to 2022 ...................................................................... 186
Table 83: Skill gaps in Agriculture and allied sector.................................................................................. 189
Table 84: Skill gaps in Handicraft and Handloom ..................................................................................... 190
Table 85: Comparison of Doda district with Jammu and Kashmir – Key Indicators ................................. 192
Table 87: School education infrastructure in Doda district, as of 2011-12 .............................................. 195
Table 88: Streams available with degree colleges in Doda district........................................................... 195
Table 89: Key ITI Indicators in Doda District, as of 2011-12 ..................................................................... 195
Table 90: Details of Govt. ITIs for Doda district ........................................................................................ 195
Table 91: Incremental Demand in Doda - 2012 to 2017 ........................................................................... 201
Table 92: Incremental Demand in Doda - 2017 to 2022 ........................................................................... 202
Table 93: Skill gaps in Agriculture and allied sector.................................................................................. 205
Table 94: Key Tourists spots in Doda ........................................................................................................ 206
Table 95: Skill gaps in Travel, Tourism and Hospitality sector .................................................................. 207
Table 96: Skill gaps in Handicraft and Handloom in Doda district ............................................................ 207
Table 97: Indicative Skilling required in tourism in Doda ......................................................................... 209
Table 98: Indicative Skilling required in Handicraft and Handloom sector in Doda ................................. 209
Table 99: Comparison of Ganderbal district with Jammu and Kashmir – Key Indicators ......................... 211
Table 100: Key demographic indicators .................................................................................................... 212
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Table 101: Area and production for different agriculture crops in the district of Ganderbal .................. 213
Table 102: Area and production for different horticulture crops in the district of Ganderbal ................ 213
Table 103: Statistics of Animal Husbandry ............................................................................................... 214
Table 104 : Animal Husbandry Schemes .................................................................................................. 214
Table 105: Details of year wise distribution of employment generation in manufacturing sector ......... 214
Table 106: Industrial area in the district of Ganderbal ............................................................................. 215
Table 107: Craft wise total registered units between October 2007 and March 2013 ............................ 215
Table 108: School education infrastructure in Ganderbal district, as of 2010-11 .................................... 216
Table 109: Streams available with degree colleges in Ganderbal district ................................................ 216
Table 110: Key ITI Indicators in Ganderbal District, as of 2011-12 ........................................................... 217
Table 111: Details of Govt. ITIs for Ganderbal district .............................................................................. 217
Table 112: Incremental Demand in Ganderbal - 2012 to 2017 ................................................................ 221
Table 113: Incremental Demand in Ganderbal - 2017 to 2022 ................................................................ 222
Table 114: Skill gaps in Agriculture and allied sector................................................................................ 225
Table 115: Skill gaps in Handicraft and Handlooms .................................................................................. 226
Table 116: Skill gaps in Tourism sector ..................................................................................................... 227
Table 117: Comparison of Jammu district with Jammu and Kashmir – Key Indicators ............................ 229
Table 119: List of operational medium scale industrial units in Jammu district ...................................... 231
Table 120: School education infrastructure in Jammu district, as of 2011-12 ......................................... 233
Table 121: Streams available with degree colleges in Jammu district ..................................................... 233
Table 122: Key ITI Indicators in Jammu District, as of 2011-12 ................................................................ 233
Table 123: Details of Govt. ITIs for Jammu district ................................................................................... 234
Table 124: Incremental Demand in Jammu - 2012 to 2017...................................................................... 240
Table 125: Incremental Demand in Jammu - 2017 to 2022...................................................................... 241
Table 126: Skill gaps in Chemicals and Pharmaceuticals Sector ............................................................... 245
Table 127: Key Tourists spots in Jammu ................................................................................................... 246
Table 128: Skill gaps in Travel, Tourism and Hospitality sector ................................................................ 247
Table 129: Skill gaps in Food processing Sector........................................................................................ 248
Table 130: Skill gaps in Retail Banking Sector in Jammu district .............................................................. 249
Table 131: Skill gaps in Insurance Sector in Jammu district...................................................................... 249
Table 132: Skill gaps in Building, Construction industry and Real estate sector in Jammu district .......... 250
Table 133: Skill gaps in Handicraft and Handloom in Jammu district ....................................................... 251
Table 134: Skill gaps in Other Manufacturing Sector................................................................................ 252
Table 135: Indicative courses for capacity building in Chemicals and Pharmaceuticals Sector ............... 255
Table 136: Indicative courses for capacity building in Tourism, Travel, and Hospitality .......................... 256
Table 137: Indicative courses for capacity building in Food processing ................................................... 256
Table 138: Indicative courses for capacity building in BFSI ...................................................................... 256
Table 139: Indicative courses for capacity building in Building, Construction and Real Estate ............... 257
Table 140: Indicative courses for capacity building in Unorganized Sector-Handicraft and Handloom .. 257
Table 141: Indicative courses for capacity building in Other Manufacturing Sector................................ 257
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Table 142: Comparison of Kargil district with Jammu and Kashmir – Key Indicators............................... 259
Table 144: School education infrastructure in Kargil district, as of 2010-11 ............................................ 261
Table 145: Streams available with degree colleges in Kargil district ........................................................ 262
Table 146: Key ITI Indicators in Kargil District, as of 2011-12 ................................................................... 262
Table 147: Details of Govt. ITIs for Kargil district...................................................................................... 262
Table 148: Incremental Demand in Kargil - 2012 to 2017 ........................................................................ 267
Table 149: Incremental Demand in Kargil - 2017 to 2022 ........................................................................ 268
Table 150: Key Tourist spots in Kargil ....................................................................................................... 271
Table 151: Skill gaps in Travel, tourism and hospitality sector ................................................................. 273
Table 152: Indicative Skilling required in tourism in Kargil....................................................................... 274
Table 153: Comparison of Kathua district with Jammu and Kashmir – Key Indicators ............................ 276
Table 155: Area sown under different agriculture crops in the district of Kathua – 2011 -12 ................. 278
Table 156: School education infrastructure in Kathua district, as of 2012-13 ......................................... 279
Table 157: Streams available with degree colleges in Kathua district ...................................................... 279
Table 158: Key ITI Indicators in Kathua District ........................................................................................ 280
Table 159: Details of Govt. ITIs for Kathua district ................................................................................... 280
Table 160: Incremental Demand in Kathua - 2012 to 2017 ...................................................................... 286
Table 161: Incremental Demand in Kathua - 2017 to 2022 ...................................................................... 287
Table 162: Skill gaps in agriculture and allied sector ................................................................................ 290
Table 163: Skill gaps in textile sector ........................................................................................................ 291
Table 164: Skill gaps in wood industry ...................................................................................................... 292
Table 165: Skill gaps in handicraft and handloom sector ......................................................................... 293
Table 166: Recommendation for Private Training Providers .................................................................... 294
Table 167: Comparison of Kishtwar district with Jammu and Kashmir – Key Indicators.......................... 296
Table 169: School education infrastructure in Kishtwar district, as of 2011-12....................................... 298
Table 170: Streams available with degree colleges in Kishtwar district ................................................... 298
Table 171: Key ITI Indicators in Kishtwar District, as of 2011-12 .............................................................. 299
Table 172: Details of Govt. ITIs for Kishtwar district................................................................................. 299
Table 173: Incremental Demand in Kishtwar - 2012 to 2017 ................................................................... 304
Table 174: Incremental Demand in Kishtwar - 2017 to 2022 ................................................................... 305
Table 175: Skill Requirements in Saffron cultivation in Kishtwar District................................................. 308
Table 176: Skill Gaps in Agriculture and Allied Sector in Kishtwar District ............................................... 309
Table 177: Key Tourists spots in Kishtwar................................................................................................. 309
Table 178: Skill Gaps in Travel, Tourism and Hospitality Sector in Kishtwar District................................ 311
Table 179: Skill gaps in Handicraft and Handloom in Kishtwar district .................................................... 311
Table 180: Indicative Skilling required in tourism in Kishtwar.................................................................. 313
Table 181: Comparison of Kulgam district with Jammu & Kashmir – key indicators ............................... 315
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Table 183: Crops grown in Kulgam district, .............................................................................................. 316

Table 184: Number of small scale units and their employees in district Kulgam ..................................... 318
Table 185: School education infrastructure in Kulgam district................................................................. 319
Table 186: Streams available with degree colleges in Kulgam district ..................................................... 319
Table 187: Key ITI indicators in the Kulgam district .................................................................................. 319
Table 188: Details of ITIs in Kulgam district .............................................................................................. 320
Table 189: Details of Polytechnics in Kulgam district ............................................................................... 320
Table 190: Incremental Demand in Kulgam district - 2012 to 2017 ......................................................... 325
Table 191: Incremental Demand in Kulgam district - 2017 to 2022 ......................................................... 326
Table 192: Indicative Skilling required in tourism in Kulgam .................................................................... 332
Table 193: Comparison of Kupwara district with Jammu & Kashmir – key indicators ............................. 334
Table 195: Crops grown in Kupwara district in 2011-12 ........................................................................... 336
Table 196: Fruits grown in Kupwara district in 2012-13 ........................................................................... 336
Table 197: Government school education infrastructure in Kupwara district ......................................... 338
Table 198: Streams available with degree colleges in Kupwara district ................................................... 338
Table 199: Key ITI indicators in the Kupwara district ............................................................................... 339
Table 200: Details of ITIs in Kupwara district ............................................................................................ 339
Table 201: Incremental Demand in Kupwara district - 2012 to 2017 ....................................................... 345
Table 202: Incremental Demand in Kupwara district - 2017 to 2022 ....................................................... 346
Table 203: Indicative Skilling required in tourism in Kupwara ................................................................. 354
Table 204: Comparison of Leh district with Jammu and Kashmir – Key Indicators .................................. 357
Table 206: School education infrastructure in Leh district, as of 2011-12 ............................................... 359
Table 207: Streams available with degree colleges in Leh district ........................................................... 359
Table 208: Key ITI Indicators in Leh District, as of 2011-12 ...................................................................... 360
Table 209: Details of Govt. ITIs for Leh district ......................................................................................... 360
Table 210: Incremental Demand in Leh - 2012 to 2017 ........................................................................... 365
Table 211: Incremental Demand in Leh - 2017 to 2022 ........................................................................... 366
Table 212: Key Tourist spots in Leh .......................................................................................................... 371
Table 213: Indicative Skilling required in tourism in Leh .......................................................................... 375
Table 214: Comparison of Poonch district with Jammu and Kashmir – Key Indicators ........................... 377
Table 216: School education infrastructure in Poonch district, as of 2010-11......................................... 379
Table 217: Streams available with degree colleges in Poonch district ..................................................... 380
Table 218: Key ITI Indicators in Poonch District, as of 2011-12 ................................................................ 380
Table 219: Details of Govt. ITIs for Poonch district................................................................................... 380
Table 220: Incremental Demand in Poonch - 2012 to 2017 ..................................................................... 385
Table 221: Incremental Demand in Poonch - 2017 to 2022 ..................................................................... 386
Table 223: Key Tourist spots in Poonch .................................................................................................... 390
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Table 224: Skill gaps in Travel, tourism and hospitality sector ................................................................. 391
Table 225: Indicative Skilling required in tourism in Poonch.................................................................... 393
Table 226: Comparison of Pulwama district with Jammu and Kashmir – Key Indicators ......................... 394
Table 228: School education infrastructure in Pulwama district, as of 2010-11 ...................................... 397
Table 229: Streams available with degree colleges in Pulwama district .................................................. 397
Table 230: Key ITI Indicators in Pulwama District, as of 2011-12 ............................................................. 397
Table 231: Trades available in Pulwama ITI .............................................................................................. 398
Table 232: Incremental Demand in Pulwama district - 2012 to 2017 ...................................................... 403
Table 233: Incremental Demand in Pulwama district - 2017 to 2022 ...................................................... 404
Table 234: Comparison of Rajouri district with Jammu and Kashmir – Key Indicators ............................ 416
Table 236: School education infrastructure in Rajouri district, as of 2011-12 ......................................... 419
Table 237: Streams available with degree colleges in Rajouri district...................................................... 419
Table 238: Key ITI Indicators in Rajouri District, as of 2011-12 ................................................................ 419
Table 239: Details of Govt. ITIs for Rajouri district ................................................................................... 420
Table 240: Incremental Demand in Rajouri - 2012 to 2017 ...................................................................... 425
Table 241: Incremental Demand in Rajouri - 2017 to 2022 ...................................................................... 426
Table 243: Key Tourists spots in Rajouri ................................................................................................... 430
Table 244: Travel, tourism and hospitality sector .................................................................................... 431
Table 245: Indicative Skilling required in tourism in Rajouri .................................................................... 433
Table 246: Comparison of Ramban district with Jammu and Kashmir – Key Indicators .......................... 435
Table 248: School education infrastructure in Ramban district, as of 2011-12 ....................................... 437
Table 249: Streams available with degree colleges in Ramban district .................................................... 437
Table 250: Key ITI Indicators in Ramban District, as of 2011-12 .............................................................. 438
Table 251: Details of Govt. ITIs for Reasi district ...................................................................................... 438
Table 252: Incremental Demand in Ramban - 2012 to 2017 .................................................................... 443
Table 253: Incremental Demand in Ramban - 2017 to 2022 .................................................................... 444
Table 254: Skill Requirements in Bee keeping, honey extraction and Processing in Ramban District ..... 447
Table 255: Skill Gaps in Agriculture and Allied Sector .............................................................................. 448
Table 256: Skill gaps in Handicraft and Handloom in Ramban district ..................................................... 449
Table 257: Indicative courses for capacity building in Bee keeping, Honey Extraction and processing .. 450
Table 258: Indicative Skilling required in unorganized sector in Ramban ................................................ 451
Table 259: Comparison of Reasi district with Jammu and Kashmir – Key Indicators ............................... 452
Table 261: School education infrastructure in Reasi district, as of 2011-12 ............................................ 454
Table 262: Streams available with degree colleges in Reasi district......................................................... 454
Table 263: Key ITI Indicators in Reasi District, as of 2011-12 ................................................................... 454
Table 264: Details of Govt. ITIs for Reasi district ...................................................................................... 454
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Table 265: Incremental Demand in Reasi - 2012 to 2017 ......................................................................... 460

Table 266: Incremental Demand in Reasi - 2017 to 2022 ......................................................................... 461
Table 268: Key Tourist spots in Reasi........................................................................................................ 465
Table 269: Travel, tourism and hospitality sector .................................................................................... 465
Table 270: Indicative Skilling required in tourism in Reasi ....................................................................... 467
Table 271: Comparison of Samba district with Jammu and Kashmir – Key Indicators ............................. 468
Table 273: List of operational Large and Medium scale industrial units in Samba district ...................... 470
Table 274: School education infrastructure in Samba district, as of 2011-12 .......................................... 471
Table 275: Streams available with degree colleges in Samba district ...................................................... 471
Table 276: Key ITI Indicators in Samba District, as of 2011-12 ................................................................. 471
Table 277: Details of Govt. ITIs for Samba district .................................................................................... 471
Table 278: Incremental Demand in Samba - 2012 to 2017 ...................................................................... 476
Table 279: Incremental Demand in Samba - 2017 to 2022 ...................................................................... 477
Table 280: Skill gaps in Chemicals and Pharmaceuticals Sector ............................................................... 480
Table 282: Recommendation for Private Training Providers in the form of courses in which training can
be imparted............................................................................................................................................... 482
Table 283: Comparison of Shopian district with Jammu and Kashmir – Key Indicators........................... 483
Table 285: Crops grown in Shopian district in 2011-12 ............................................................................ 484
Table 286: School education infrastructure in Shopian district, as of 2012-13 ........................................ 486
Table 287: Streams available with degree colleges in Shopian district .................................................... 486
Table 288: Key ITI Indicators in Shopian District, as of 2011-12 ............................................................... 486
Table 289: Details of ITIs in Shopian district ............................................................................................. 487
Table 290: Incremental Demand in Shopian district - 2012 to 2017 ........................................................ 492
Table 291: Incremental Demand in Shopian district - 2017 to 2022 ........................................................ 493
Table 292: Key Tourist spots in Shopian ................................................................................................... 498
Table 293: Indicative Skilling required in tourism in Shopian ................................................................... 500
Table 294: Comparison of Srinagar district with Jammu and Kashmir – Key Indicators .......................... 502
Table 296: School education infrastructure in Srinagar district, as of 2010-11 ....................................... 505
Table 297: Streams available with degree colleges in Srinagar district .................................................... 505
Table 298: Key ITI Indicators in Srinagar District, as of 2011-12............................................................... 506
Table 299: Details of Govt. ITIs for Srinagar district ................................................................................. 506
Table 300: Key Tourists spots in Srinagar ................................................................................................. 516
Table 301: Skill gaps in Trade, Hotel and restaurant sector ..................................................................... 517
Table 302: Skill gaps in Food processing Sector........................................................................................ 517
Table 303: Skill gaps in Retail Banking Sector in Srinagar district............................................................. 518
Table 304: Skill gaps in Insurance Sector in Srinagar district .................................................................... 519
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Table 305: Skill gaps in Building, Construction industry and Real estate sector in Srinagar district ........ 519
Table 306: Skill gaps in Handicraft and Handloom in Srinagar district ..................................................... 520
Table 307: Skill gaps in Other Manufacturing Sector in Srinagar district ................................................. 521
Table 308: Comparison of Udhampur district with Jammu and Kashmir – Key Indicators ...................... 527
Table 310: School education infrastructure in Udhampur district, as of 2011-12 ................................... 530
Table 311: Streams available with degree colleges in Udhampur district ................................................ 530
Table 312: Key ITI Indicators in Udhampur District, as of 2011-12 .......................................................... 531
Table 313: Details of Govt. ITIs for Udhampur district ............................................................................. 531
Table 314: Incremental Demand in Udhampur - 2012 to 2017 ................................................................ 536
Table 315: Incremental Demand in Udhampur - 2017 to 2022 ................................................................ 537
Table 316: Skill Requirements in Mushroom cultivation in Udhampur District ....................................... 540
Table 317: Skill Requirements in Sericulture cultivation in Udhampur District ....................................... 541
Table 318: Skill gaps in Agriculture and allied sector in Udhampur District ............................................. 541
Table 319: Key Tourists spots in Udhampur ............................................................................................. 542
Table 320: Skill gaps in Travel, Tourism and Hospitality sector in Udhampur District ............................. 544
Table 321: Skill gaps in Handicraft and Handloom in Udhampur district ................................................. 544
Table 323: Indicative courses for capacity building in Agriculture and allied........................................... 547
Table 324: Indicative Skilling required in unorganized sector in Udhampur ............................................ 547
Table 325: Indicative Skilling required in unorganized sector in Udhampur ............................................ 547
List of Figures
Figure 1: Approach and methodology used for assessment of skill gap .................................................... 25
Figure 2: Demographic and worker profile of Jammu and Kashmir ........................................................... 27
Figure 3: Distribution of usually working persons in the principal status and subsidiary status by broad
industry division, 100% = 4.3 million .......................................................................................................... 28
Figure 4: Distribution of out-migrants, 100% = 1 mn ................................................................................. 29
Figure 5: Reasons of out-migration, 100% = 1 mn ...................................................................................... 29
Figure 6: GSDP of Jammu and Kashmir, in Rs. Crore .................................................................................. 30
Figure 7: Sub sectoral contribution to GSDP - % comparison ..................................................................... 31
Figure 8: Land Utilization pattern in Jammu and Kashmir – 2010-11......................................................... 32
Figure 9: SSI growth in Jammu and Kashmir ............................................................................................... 36
Figure 10: Registered SSI profile – Jammu and Kashmir regions ................................................................ 36
Figure 11: Percentage share of services in service sector GSDP – 2012-13 ............................................... 40
Figure 12: Literacy rate, % , as of 2011 – comparison with similar states .................................................. 41
Figure 13: Literacy rate, % , as of 2011 – comparison with other states .................................................... 41
Figure 14: No. of colleges per lakh of population (age group of 18-23 years) – comparison with similar
states, as of 2010-11 ................................................................................................................................... 42
Figure 15: No. of colleges per lakh of population (age group of 18-23 years) – comparison with other
states, as of 2010-11 ................................................................................................................................... 42
12
Figure 16: Per capita income, in Rs., as of 2012-13 : comparison with similar states ................................ 42
Figure 17: Per capita income, in Rs. As of 2012-13 :comparison with other states ................................... 42
Figure 18: SC and ST as a % of population, as of 2011 : comparison with similar states ........................... 43
Figure 19: SC and ST as a % of population, as of 2011 : comparison with other states ............................. 43
Figure 20: Employment exchange organization structure .......................................................................... 52
Figure 21: Employment exchange registrations – 2009 to 2012 ................................................................ 55
Figure 22: Education wise composition of unemployed youth registered with the employment exchanges
in J&K, as of December 2012, 100% = 4.8 lakh ........................................................................................... 56
Figure 23: Skill wise incremental demand in Jammu and Kashmir – 2012 to 2022.................................... 60
Figure 24: Projected workforce of Jammu and Kashmir – 2022 ................................................................. 63
Figure 25: Business in Banks (In Rs. crore) .................................................................................................. 67
Figure 26: District-wise production in 1000 MT – 2010-11 ........................................................................ 69
Figure 27: Handicrafts exports .................................................................................................................... 71
Figure 28: Craft wise direct export of handicraft items, as of 2010-11, 100% = Rs.1,000 crore ................ 71
Figure 29: Tourist arrival in Jammu and Kashmir........................................................................................ 72
Figure 30: Skill development attractiveness – Jammu Region ................................................................... 79
Figure 31: Skill development attractiveness – Kashmir Region .................................................................. 80
Figure 32: Skill development attractiveness – Ladakh Region.................................................................... 80
Figure 33: Youth aspirations – common themes across regions ................................................................ 81
Figure 34: Recommendations framework – Jammu and Kashmir .............................................................. 82
Figure 35: J&K Recommendation for Government – Themes .................................................................... 83
Figure 36: Popular handloom and handicrafts of J&K ................................................................................ 92
Figure 37: Construction industry career path ............................................................................................. 99
Figure 38: Estimated GDDP of Anantnag district, at current prices, in Rs. Crore ..................................... 112
Figure 39: Total number of unemployed youth registered with the District Employment & Counselling
Centres ...................................................................................................................................................... 119
Figure 40: Percentage of unemployed youth registered with the District Employment & Counselling
Centres, by level of education, as of December 2012 .............................................................................. 120
Figure 41: SWOT Analysis of Anantnag district ......................................................................................... 121
Figure 42: Human resource pipeline in Anantnag district as of 2011-12 ................................................. 124
Figure 43: Human resource pipeline in Anantnag district as of 2022 (projected).................................... 125
Figure 44: Skill wise incremental demand and supply in Anantnag district – 2012 to 2017 .................... 125
Figure 45: Skill wise incremental demand and supply in Anantnag district – 2017 to 2022 .................... 126
Centres ...................................................................................................................................................... 143
Figure 48: SWOT Analysis of Bandipora district........................................................................................ 145
Figure 49: Human resource pipeline in Bandipora district as of 2011-12 ................................................ 148
Figure 50: Human resource pipeline in Bandipora district as of 2022 (projected)................................... 148
Figure 51: Skill wise incremental demand and supply in Bandipora district – 2012 to 2017 ................... 149
13
Figure 52: Skill wise incremental demand and supply in Bandipora district – 2017 to 2022 ................... 150
Figure 53: Estimated GDDP of Baramulla district, at current prices, in Rs. Crore .................................... 158
Centres ...................................................................................................................................................... 162
Figure 56: SWOT Analysis of Baramulla district ........................................................................................ 165
Figure 57: Human resource pipeline in Baramulla district as of 2011-12 ................................................ 168
Figure 58: Human resource pipeline in Baramulla district as of 2022 (projected) ................................... 168
Figure 59: Skill wise incremental demand and supply in Baramulla district – 2012 to 2017 ................... 169
Figure 60: Skill wise incremental demand and supply in Baramulla district – 2017 to 2022 ................... 169
Figure 61: Estimated GDDP of Budgam district, at current prices, in Rs. Crore ....................................... 177
Figure 62: Total number of unemployed youth registered with the District Employment & Counseling
Centre........................................................................................................................................................ 182
Figure 64: SWOT Analysis of Budgam district ........................................................................................... 184
Figure 65: Human resource pipeline in Budgam district as of 2011-12.................................................... 187
Figure 66: Human resource pipeline in Budgam district as of 2022 (projected) ...................................... 187
Figure 67: Skill wise incremental demand and supply in Budgam district – 2012 to 2017 ...................... 188
Figure 68: Skill wise incremental demand and supply in Budgam district – 2017 to 2022 ...................... 188
Figure 69: Estimated GDDP of Doda district, at current prices, in Rs. Crore ............................................ 194
Centre........................................................................................................................................................ 197
Figure 72: SWOT Analysis of Doda district ................................................................................................ 200
Figure 73: Human resource pipeline in Doda district as of 2011-12 ........................................................ 203
Figure 74: Human resource pipeline in Doda district as of 2022 (projected) ........................................... 203
Figure 75: Skill wise incremental demand and supply in Doda district – 2012 to 2017 ........................... 204
Figure 76: Skill wise incremental demand and supply in Doda district – 2017 to 2022 ........................... 204
Centre........................................................................................................................................................ 219
Figure 79: SWOT Analysis of Ganderbal district ....................................................................................... 220
Figure 80: Human resource pipeline in Ganderbal district as of 2011-12 ................................................ 223
Figure 81: Human resource pipeline in Ganderbal district as of 2022 (projected) .................................. 223
Figure 82: Skill wise incremental demand and supply in Ganderbal district – 2012 to 2017 ................... 224
Figure 83: Skill wise incremental demand and supply in Ganderbal district – 2017 to 2022 ................... 224
Figure 84: Estimated GDDP of Jammu district, at current prices, in Rs. Crore ......................................... 230
14
Centre........................................................................................................................................................ 236
Figure 87: SWOT Analysis of Jammu district............................................................................................. 239
Figure 88: Human resource pipeline in Jammu district as of 2011-12 ..................................................... 242
Figure 89: Human resource pipeline in Jammu district as of 2022 (projected)........................................ 243
Figure 90: Skill wise incremental demand and supply in Jammu district – 2012 to 2017 ........................ 244
Figure 91: Skill wise incremental demand and supply in Jammu district – 2017 to 2022 ........................ 244
Figure 92: Estimated GDDP of Kargil district, at current prices, in Rs. Crore ........................................... 261
Centre........................................................................................................................................................ 263
Figure 95: SWOT Analysis of Kargil district ............................................................................................... 266
Figure 96: Human resource pipeline in Kargil district as of 2011-12 ........................................................ 269
Figure 97: Human resource pipeline in Kargil district as of 2022 (projected) .......................................... 269
Figure 98: Skill wise incremental demand and supply in Kargil district – 2012 to 2017........................... 270
Figure 99: Skill wise incremental demand and supply in Kargil district – 2017 to 2022........................... 270
Figure 100: Estimated GDDP of Kathua district, at current prices, in Rs. Crore ....................................... 278
Centre........................................................................................................................................................ 282
Figure 103: SWOT Analysis of Kathua district ........................................................................................... 285
Figure 104: Human resource pipeline in Kathua district as of 2011-12.................................................... 288
Figure 105: Human resource pipeline in Kathua district as of 2022 (projected) ...................................... 288
Figure 106: Skill wise incremental demand and supply in Kathua district – 2012 to 2017 ...................... 289
Figure 107: Skill wise incremental demand and supply in Kathua district – 2017 to 2022 ...................... 289
Centre........................................................................................................................................................ 300
Figure 110: SWOT Analysis of Kishtwar district ........................................................................................ 303
Figure 111: Human resource pipeline in Kishtwar district as of 2011-12 ................................................. 306
Figure 112: Human resource pipeline in Kishtwar district as of 2022 (projected) ................................... 306
Figure 113: Skill wise incremental demand and supply in Kishtwar district – 2012 to 2017 ................... 307
Figure 114: Skill wise incremental demand and supply in Kishtwar district – 2017 to 2022 ................... 307
Centres ...................................................................................................................................................... 322
15
Figure 117: SWOT Analysis of Kulgam district .......................................................................................... 324
Figure 118: Human resource pipeline in Kulgam district as of 2011-12 ................................................... 327
Figure 119: Human resource pipeline in Kulgam district as of 2022 (projected) ..................................... 327
Figure 120: Skill wise incremental demand and supply in Kulgam district – 2012 to 2017...................... 328
Figure 121: Skill wise incremental demand and supply in Kulgam district – 2017 to 2022...................... 328
Centres ...................................................................................................................................................... 342
Figure 124: SWOT Analysis of Kupwara district ........................................................................................ 344
Figure 125: Human resource pipeline in Kupwara district as of 2011-12................................................. 347
Figure 126: Human resource pipeline in Kupwara district as of 2022 (projected) ................................... 347
Figure 127: Skill wise incremental demand and supply in Kupwara district – 2012 to 2017 ................... 348
Figure 128: Skill wise incremental demand and supply in Kupwara district – 2017 to 2022 ................... 348
Figure 129: Estimated GDDP of Leh district, at current prices, in Rs. Crore ............................................. 358
Centre........................................................................................................................................................ 361
Figure 132: SWOT Analysis of Leh district................................................................................................. 364
Figure 133: Human resource pipeline in Leh district as of 2011-12 ......................................................... 367
Figure 134: Human resource pipeline in Leh district as of 2022 (projected)............................................ 367
Figure 135: Skill wise incremental demand and supply in Leh district – 2012 to 2017 ............................ 368
Figure 136: Skill wise incremental demand and supply in Leh district – 2017 to 2022 ............................ 368
Figure 137: Estimated GDDP of Poonch district, at current prices, in Rs. Crore ...................................... 378
Centre........................................................................................................................................................ 382
Figure 140: SWOT Analysis of Poonch district .......................................................................................... 384
Figure 141: Human resource pipeline in Poonch district as of 2011-12 ................................................... 387
Figure 142: Human resource pipeline in Poonch district as of 2022 (projected) ..................................... 387
Figure 143: Skill wise incremental demand and supply in Poonch district – 2012 to 2017 ..................... 388
Figure 144: Skill wise incremental demand and supply in Poonch district – 2017 to 2022 ..................... 388
Centers ...................................................................................................................................................... 399
Figure 146: Percentage of unemployed youth registered with the District Employment & Counseling
Centers, by level of education, as of December 2012 .............................................................................. 399
Figure 147: SWOT Analysis of Pulwama district ....................................................................................... 402
16
Figure 148: Human resource pipeline in Pulwama district as of 2011-12 ................................................ 404
Figure 149: Human resource pipeline in Pulwama district as of 2022 (projected) .................................. 405
Figure 150: Skill wise incremental demand and supply in Pulwama district – 2012 to 2017 ................... 405
Figure 151: Skill wise incremental demand and supply in Pulwama district – 2017 to 2022 ................... 406
Figure 152: Estimated GDDP of Rajouri district, at current prices, in Rs. Crore ....................................... 418
Centre........................................................................................................................................................ 422
Figure 155: SWOT Analysis of Rajouri district ........................................................................................... 424
Figure 156: Human resource pipeline in Rajouri district as of 2011-12 ................................................... 427
Figure 157: Human resource pipeline in Rajouri district as of 2022 (projected) ...................................... 427
Figure 158: Skill wise incremental demand and supply in Rajouri district – 2012 to 2017 ...................... 428
Figure 159: Skill wise incremental demand and supply in Rajouri district – 2017 to 2022 ...................... 428
Centre........................................................................................................................................................ 439
Figure 162: SWOT Analysis of Ramban district ......................................................................................... 442
Figure 163: Human resource pipeline in Ramban district as of 2011-12.................................................. 445
Figure 164: Human resource pipeline in Ramban district as of 2022 (projected) .................................... 445
Figure 165: Skill wise incremental demand and supply in Ramban district – 2012 to 2017 .................... 446
Figure 166: Skill wise incremental demand and supply in Ramban district – 2017 to 2022 .................... 446
Centre........................................................................................................................................................ 456
Figure 169: SWOT Analysis of Reasi district .............................................................................................. 459
Figure 170: Human resource pipeline in Reasi district as of 2011-12 ...................................................... 462
Figure 171: Human resource pipeline in Reasi district as of 2022 (projected) ......................................... 462
Figure 172: Skill wise incremental demand and supply in Reasi district – 2012 to 2017 ......................... 463
Figure 173: Skill wise incremental demand and supply in Reasi district – 2017 to 2022 ......................... 463
Centre........................................................................................................................................................ 472
Figure 176: SWOT Analysis of Samba district ........................................................................................... 475
Figure 177: Human resource pipeline in Samba district as of 2011-12 .................................................... 478
Figure 178: Human resource pipeline in Samba district as of 2022 (projected) ...................................... 478
Figure 179: Skill wise incremental demand and supply in Samba district – 2012 to 2017 ....................... 479
Figure 180: Skill wise incremental demand and supply in Samba district – 2017 to 2022 ....................... 480
17
Centers ...................................................................................................................................................... 488
Centers, by level of education, as of December 2012 .............................................................................. 489
Figure 183: SWOT Analysis of Shopian district ......................................................................................... 491
Figure 184: Human resource pipeline in Shopian district as of 2011-12 .................................................. 493
Figure 185: Human resource pipeline in Shopian district as of 2022 (projected) .................................... 494
Figure 186: Skill wise incremental demand and supply in Shopian district – 2012 to 2017..................... 494
Figure 187: Skill wise incremental demand and supply in Shopian district – 2017 to 2022..................... 495
Figure 188: Estimated GDDP of Srinagar district, at current prices, in Rs. Crore ..................................... 504
Centre........................................................................................................................................................ 508
Figure 191: SWOT Analysis of Srinagar district ......................................................................................... 511
Figure 192: Estimated GDDP of Udhampur district, at current prices, in Rs. Crore ................................. 529
Centre........................................................................................................................................................ 532
Figure 195: SWOT Analysis of Udhampur district ..................................................................................... 535
Figure 196: Human resource pipeline in Udhampur district as of 2011-12.............................................. 538
Figure 197: Human resource pipeline in Udhampur district as of 2022 (projected) ................................ 538
Figure 198: Skill wise incremental demand and supply in Udhampur district – 2012 to 2017 ................ 539
Figure 199: Skill wise incremental demand and supply in Udhampur district – 2017 to 2022 ................ 539
18
List of Abbreviations and acronyms

Abbreviation/ acronym Full form
ASI Annual Survey of Industries
BFSI Banking, Financial Services and Insurance
Cr. Crore
Deptt. Department
DIC District Industries Centre
DRDA District Rural Development Agency
e.g. Example
EDP Entrepreneurship Development Programmes
EoI Expression of Interest
FDI Foreign Direct Investment
GDDP Gross District Domestic Product
GDI Gender Development Index
GDP Gross Domestic Product
GSDP Gross State Domestic Product
ha Hectares
HDI Human Development Index
HHI Household Industry
HR Human Resources
HRD Human Resource Development
IT Information Technology
ITES IT Enabled Services
ITI Industrial Training Institute
J&K Jammu and Kashmir
LMIS Labour Market Information System
MES Modular Employment Scheme
MHRD Ministry of Human Resource Development
MMTPA Million Metric Tonne Per Annum
MMV Mechanic Motor Vehicle
MNCs Multi-national companies
MoU Memorandum of Understanding
MSME Micro, Small & Medium Enterprises
MT Metric Tonnes
MW Megawatt
n/a Not applicable
NGO Non-Governmental Organisations
NH National Highway
NIFT National Institute of Fashion Technology
19
Abbreviation/ acronym Full form

No. Number
NSR National Skills Registry
PPP Public-Private Partnership
R&D Research and Development
RBI Reserve Bank of India
SC Scheduled Caste
SEZ Special Economic Zone
SHGs Self-Help Groups
sq.ft. Square Feet
sq.km. Square kilometre
SSC Sector Skill Council
SSI Small Scale Industry
ST Scheduled Tribe
SWOT Strengths, Weaknesses, Opportunities, Threats
20
1. Jammu and Kashmir – Update Skill Gap Study
1.1. Background of the study

The state of Jammu and Kashmir lies in the northern-most part of India. The state shares its borders with
Punjab and Himachal Pradesh internally and shares international borders with China and Pakistan. Jammu
and Kashmir by itself internally has three regions – the Kashmir region, the Jammu region and the Ladakh
region. The state also has two capitals – the winter capital is Jammu and the summer capital is Srinagar. The
state is home to several scenic locations as well as locations of religious importance. Due to its unparalleled
beauty the state enjoys the sobriquet – “Paradise on Earth”.
Today the state is at a cusp – with economic development on the anvil along with equitable social
development. The transition of the state from being an economy solely dependent on the primary sector to
an economy that is exploring other sectors is under process.
Jammu and Kashmir has a GSDP (at constant prices) of Rs.43,627 crore in 2012-13 as against Rs.40,770 crore
in the year 2011-12 with growth of 7 per cent. This contributes to about 0.8 per cent of the nation’s GDP.
The state today is looking to boost the secondary and tertiary components of the economy and in the
process reduce the dependence on the primary sector.
It is at this cusp the human resource development assumes tantamount importance. For any economy
to transcend and grow, an adequate support from the human resource is a must. The HR which is
adequately equipped with the right skills and vision ensures that the economy and development move
in the right direction.
To support this growth human resources, the state has 59 technical/Industrial/Art and Craft schools with
an intake capacity of about 15,763 students; 32 polytechnics with intake capacity of about 7,0001. There
are 72 colleges, 5 engineering colleges, 6 medical colleges, and 8 universities in the State. In addition,
the state government has come out with skill development policy for 12 five year plan with sector wise
targets focusing on vocational and technical education (target:277,915), micro and small scale industry
(target:134,000), horticulture (target:150,000), Tourism (target:14667), IT(target:98,000), health
(target:75,000), A&SH (target:30,000), Udaan (target:37,000), Himayat (target:95,000); total of 911,582.
Given this background, IMaCS has been appointed by the NSDC to assist in preparing district wise skill
gap study report of Jammu & Kashmir (update study).
1.1.1. Study objectives

The terms of reference for the study are as follows:
 Update the socio-economic profile – demography, economic profile of district by industry,
education and employment trends.
1
Source: J&K Economic Survey 2012-13
21
 Update the developmental opportunities keeping in mind factor endowments, stakeholder

perspectives and migration trends.
 Update and review implementation of specific developmental initiatives/ projects /government
schemes which have an impact on employment generation with details of how did they go
about on ground implementation and how many youth did they cover.
 Articulate the aspirations of the youth –for example, sectors and geographical areas they want a
job in, what kind of jobs and the reason for those jobs, does the education match with the
aspirations, etc.
 Update the current and future (2011-12 to 2017 and 2022) skills and manpower requirements
by industry and estimate the gap that exists
 Update the VT infrastructure both in the private sector and the government domain and study
the employment exchange performance in the following manner –
 Number of employment exchanges.
 Number of placements they do
 The placement process of the exchange
 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 organisation
 Create an action plan with indicative timelines
1.1.2. Approach and Methodology

The study has been conducted in three phases: (1) Diagnostics; (2) Synthesis; and (3) Recommendations.
The same has been achieved through a combination of primary and secondary survey.
Phase – 1: Diagnostic Phase

The objective of this phase was to review the socio-economic profile of the state and all the districts of
J&K. We have focused on analyzing the economic and social position of the district based on evolution
of the district and type of economic activity and status of education. The factor advantages, constraints
facing the district either due to intrinsic factors or common among the states, and the challenges going
forward have been analysed. We have thus understood the factor endowments of the district and the
potential it holds. At the end of this stage we have presented a snapshot of the district on economic and
social aspects and a SWOT of the district.
Phase – 2: Synthesis Phase

The objective of this phase was to map the development and employment opportunities in the district,
and assess the sectoral skill requirement. This was carried-out in three modules:
Module 1-Assessment of Development Potential: The objective of this phase was to identify
development opportunities across formal and informal sectors which provide livelihood
opportunities for employment.
22
Module 2 - Assessment of Employment Potential: For the developmental opportunities

identified, we forecasted district level employment potential for 2012 to 2022
Module 3 -Assessment of sectoral skill requirement and gap analysis: As a part of this, we
assessed the current and future skills required among the district level workforce and identified
the skill gaps which currently exist.
Phase – 3: Recommendations
Based on the results from Phase 1 and Phase 2, we framed our recommendations. Our
recommendations focus on various measures targeted at all ‘levels’ of the skill pyramid towards skill
building at a ‘district and state level’. Recommendations have interventions for the Government, Private
Players, Industry and NSDC. Our interventions focus on various measures/potential ideas/projects
required to be pursued for development and employment generation.
Primary Research
Given the nature of assignment, IMaCS met key Government officials to review the policy direction. We
also interacted with industry representatives in the formal and informal sector to understand human
resource and skill requirements from a district and regional as well as State level. In addition, we
administered a structured questionnaire to select companies and educational institutions to map the
current and future skill requirement.
As part of the field survey, some of the key stakeholders we interacted with at the district level were:
 District Collectors / Additional District Collectors
 General Manager – District Industries Centre
 Counsellor – District Employment and Counselling Centre (DECC)
 District nodal officer – JKEDI
 Planning officer
 Statistical officer
 Technical officer, Agriculture
 Field officer – Khadi and Village Industries Board (KVIB)
 Departments of handloom, handicraft, horticulture, tourism, animal husbandry, fisheries,
floriculture, goat and sheep husbandry etc.
 RSETI
 Lead banks
 Select industrial associations
 Select industries – both large and MSME
 NGOs and SHGs
 Select educational institutions such as universities, colleges, ITI, polytechnics, private training
institutes etc.
 Youth groups, etc.
23
The list is not exhaustive and varies from district to district depending upon the availability of the
personnel.
Secondary Research
We also relied on information available in the public domain that we considered reliable to validate the
findings of our primary survey. Some of the sources we have used are:
 Jammu and Kashmir Economic Survey 2012-13
 Digest of Statistics 2010-11
 J&K in Indian Economy March 2013
 Census 2001 and Census 2011
 Annual Survey of Industries
 Planning Commission
 Central Statistics Organization
 National Sample Survey Organization
1.1.3. Methodology used for forecasting demand and supply

As a part of the study, we have forecasted the demand and supply of human resources from 2012 to
2022. The demand and supply forecasts help determine the potential skill gaps (quantitative) in the
State as well as its different districts.
Demand side estimation

Different methodologies have been used for different sectors – based on difference in sector dynamics
as well as data availability.
Supply side estimation

The current stock of labour force is estimated by applying labour force participation rate (LFPR) to the
population. The stock of labour force is divided into different skill levels based on the level of
educational attainment.
The addition to the labour force (incremental supply to labour) is estimated based on the following:
 Gross out-turn: Out-turn of students at different levels of educational attainment. Out-turn is
based on student enrolment, adjusted for drop-out rates and pass rates.
 Net out-turn: Adjust the out turn for voluntary unemployment (i.e. students who are not
interested in joining the job market).
24
Figure 1: Approach and methodology used for assessment of skill gap
1.1.4. Key definitions used in the report

 Skill in formal sectors: Skill levels for formal sectors have been assessed based on the level
of education attainment in combination with experience, as outlined below. However, these
classifications are based on the standard definitions and an individual can possess skills
based on his/her experience and on-the-job learnings.
o Minimally-skilled workforce: Literate but below Xth standard
o Semi-skilled workforce: Xth + 2/3 years of education
o Skilled workforce: Xth + 5 years of education
 Skill in informal sectors: Skill levels for informal sectors have been assed mainly based on
the experience and number of years spent in a particular trade. Number of years for which
experience is counted varies from sector to sector.
1.1.5. Study limitations

 Data availability: In some of the cases, it was a challenge conducting analysis based on
secondary data, as some of the data (especially at the district level) was unavailable –
especially on the time series basis. In some cases, there was also discrepancy in the data
obtained from the district level vis-à-vis the State level. Therefore, we used data sources
which we deemed reliable. Data for some indicators was even out-dated (e.g. Census 2001),
as latest data is still not available / published. Wherever, data availability was an issue, we
have used proxy indicators along with our own estimations. Also, in the case of the eight
new districts created (namely Bandipora, Reasi, Ramban, Ganderbal, Shopian, Samba,
Kulgam and Kishtwar) data on historical trend was not available. Hence, proxies and
discussion with stakeholders have been used to estimate the required data for these
districts
25
 Unavailability of key personnel: In some of the districts, some key stakeholders were
unavailable for meetings. However, we tried to establish contacts with next in-line referred
by stakeholders.
 Employment numbers: For certain sectors, number of people currently employed is not
available in public domain. Thus, we have relied on industry interactions and our
approximations in those cases. This is especially true for unorganised sectors.
1.2. Socio-economic profile of Jammu and Kashmir

Jammu and Kashmir is located in the northern most part of India. The State is divided into 22 districts.
New districts, namely Bandipora, Reasi, Ramban, Ganderbal, Shopian, Samba, Kulgam and Kishtwar have
been created in the State across the Jammu and Kashmir regions.
1.2.1. Demography
Jammu and Kashmir has a population of about 1.2 crore and it contributes to about one per cent to
India’s population. The state is divided into 22 districts across three regions – Kashmir, Jammu and
Ladakh.
Table 1: Key demographic indicators
Indicator Jammu and India
Kashmir
Administrative Units (Census 2011) 2011 2011
No. of districts 22 640
No. of sub-districts/Tehsils 82 5,924
No. of Towns (Statutory and Census) 86 7,935
No. of Villages 6,551 640,867
Population 2011 2011
Total population (Crore) 1.25 121
Percentage of India’s population ~1% 100.0%
Population growth (Decadal) 23.64% 17.6%
Urban population 21.6% 31.1%
Sex ratio (females per 1,000 males) 883 940
Human Development Indicators
Human Development Index (HDI:2007-08) 0.38 0.47
HDI rank among 23 states 18 -
Gender Development Index (GDI: 2005-06) 0.51 0.59
GDI rank among 35 states/UTs 34 -
Vital Statistics 2011 2011
Literacy rate (Census 2011) 68.74% 74.0%
Birth rate (per 1,000 population) 17.8 22.1
Death rate (per 1,000 population) 5.5 7.2
Infant Mortality Rate (per 1,000 population) 41.0% 47.0%
Poverty 2011 2011
Below poverty line population 21.63% 29.8%
Source: UNDP; Census 2011, CMIE; Government of India Press Note, J&K in Indian Economy March 2013; IMaCS Analysis
26
Of the total population of Jammu and Kashmir State, about 78.4 percent live in the villages of rural areas
and the rest in urban areas. In actual numbers about 34.14 lakh live in urban areas and about 91.35 lakh
live in rural areas.
As of Census 2011, literacy rate in Jammu and Kashmir has seen upward trend and is 68.74 percent as
per 2011 population census. The gender gap in literacy for the state is about 20.25 per cent, with the
male literacy at 78.26 per cent.
As of 2001, the State’s workforce is estimated at about 37.5 lakh persons. About 49 per cent of them are
employed in agriculture and allied activities. The remaining 51 per cent are employed in non-agricultural
activities.
In 2011, the demographics of the workforce in J&K have shown a shift towards more workers being
employed in the non-agricultural sphere – 73 per cent. The agriculture and allied activities constitute to
about 27 per cent.
Figure 2: Demographic and worker profile of Jammu and Kashmir
Population:
12.5 mn
Working age
population:
7.1 mn
Labour
Force: 5.14
mn
Work Force:
5.01 mn
th
Source: Census 2001, Census 2011, NSSO 66 Round
According to NSSO 66th round conducted in 2009-10, majority of the workers in J&K in rural areas at 60
per cent are in agriculture and allied activities. While in urban areas, majority of the workers are in
public administration (24%), trade, hotels and restaurants (22%), manufacturing (20%) and construction
(11%).
27
Figure 3: Distribution of usually working persons in the principal status and subsidiary status by broad industry division,
100% = 4.3 million
Agriculture 11%
60%
Construction 11%
10%
Public adm 24%

10%
Trade, hotels & restaurants 22%

8%
Manufacturing 20%
8%
Transport etc. 5%
3%
Financial intermediation 4%
1% Urban
Electricity, water, gas 2% Rural
1%
Mining 0%
0%
0% 10% 20% 30% 40% 50% 60% 70%

th
Source: NSSO 66 Round
1.2.2. Migration
Migration is a phenomenon that is observed in the state. There is both in-migration and out-migration
from Jammu and Kashmir that happens. The following are the reasons quoted for migration:
Table 2: Qualitative migration trends

Migration type Reasons
Out-migration  For pursuing education – especially higher education.
This is predominantly observed in the youth who want
to pursue higher education
 Business opportunities – aspiring entrepreneurs moving
out to set-up their ventures
 Job aspirations – skilled and educated personnel
moving out of the state to explore various career
options. This is especially true in the case of youth who
aspire to find a place in sectors like IT
 Lifestyle – people not content with the way of like in
28
Migration type Reasons

the state relocate to alternate locations
In-migration  Business opportunities – especially in the travel,
tourism and hospitality sector
Source: Stakeholder interactions, IMaCS Analysis
Figure 4: Distribution of out-migrants, 100% = 1 mn
Outside the Another

State country
18% 1%
Another district
19% Within same
district
62%
Source: NSSO ‘Migration in India’, 2007-08, Census 2011, IMaCS analysis
As of 2011, Jammu & Kashmir had an estimated number of out-migrants at 1,003,914. Of these, majority
at 62% were intra-district migrants only. Number of migrants moving out of State was estimated at
191,748. Key reason of out-migration is marriage (64%), followed by employment at 30%. Based on
primary survey, reasons of migration also included pursuit of higher education, look out for business
opportunities and desire for better lifestyle.
Figure 5: Reasons of out-migration, 100% = 1 mn

Movement of Others*
parent / 3%
earning
member Employment
4% related
30%
Marriage
64%
* Others include studies, forced migration etc.

Source: NSSO ‘Migration in India’, 2007-08, Census 2011, IMaCS analysis
29
1.2.3. Economy
Jammu and Kashmir contributes to around 0.8 per cent of the India’s GDP, with a GSDP at constant
prices of Rs.43,627 crore in 2012-13 as against Rs.40,770 crore in the year 2011-12 with growth of 7 per
cent. In 2012 -13, the agriculture and allied activities contributed to around 20.88 per cent of the GSDP
at constant prices. More than 54.89 per cent of the GSDP was contributed by tertiary sector, especially
due to public administration and trade, hotel and restaurants. The secondary sector comprising of
manufacturing, construction and electricity, gas and water supply contributed to 24.23 per cent2.
Figure 6: GSDP of Jammu and Kashmir, in Rs. Crore

GSDP at constant prices, in Rs.crore Sectoral composition of GSDP
50,000 CAGR: 6%
43,628 2012-13 21% 25% 55%
45,000 40,771
38,385
40,000
34,664 36,227
35,000 32,561 2010-11 22% 26% 52%
30,602
30,000 27,305 28,883
25,000 2008-09 23% 27% 49%
20,000
15,000 2006-07 25% 29% 46%
10,000
5,000 2004-05 28% 28% 44%
-
0% 20% 40% 60% 80% 100%
Primary Secondary Tertiary
GSDP – Gross State Domestic Product; Numbers given at constant prices (base year: 2004-05).
Source: Central Statistical Organisation
The analysis of the sub-sectoral contribution to J&K’s economy shows the shift from a primary sub-
sector economy to an economy that is making in-roads in the tertiary sub-sector.
2
Source: Central Statistics Organization
30
Figure 7: Sub sectoral contribution to GSDP - % comparison
GSDP – Gross State Domestic Product; Numbers given at constant prices (base year: 2004-05).
Source: Central Statistical Organisation
A more granular assessment of the sectoral components of the economy will highlight the opportunities
as well as challenges.
1.2.4. Agriculture and allied activities
Agriculture is the backbone of the economy in J&K. The trend that can be observed from the percentage
contribution to the GSDP is that the contribution of agriculture is gradually decreasing which is
indication of the slow shift in the state’s economy towards other sectors. However, the sector is still of
importance to the state’s economy as well as the opportunities which it creates for value addition.
The state is renowned for the production of Saffron – especially in Pulwama district and the production
of Basmati rice. These two resident crops of the state have given the agriculture a special place in the
global scene. The diversity in the climatic conditions and the geography across the three regions in the
state gives rise to several region specific crop patterns.
Table 3: Diversity in crops in Jammu and Kashmir

Region Key crops
Kashmir Paddy, maize, oilseeds, pulses, vegetables, fodder and wheat
Jammu Wheat, maize, paddy, pulses, oilseeds, fodder, vegetables
Ladakh Barley, wheat, fruits
Source: J&K Economic Survey 2012-13, IMaCS Analysis
31
The land utilization pattern in J&K reveals that only about 30 per cent is the net sown area. With over 50
per cent of the land not being cultivable, this poses one of the biggest challenges to the growth of the
sector in the state.
Figure 8: Land Utilization pattern in Jammu and Kashmir – 2010-11
Area
Net sown under
area forest
30% 27%
Fallow land
5% Other Area not
uncultivated available for
land cultivation
14% 24%
Source: Digest of Statistics – 2010-11
In addition to the low area available for the primary activities other challenges that confront this sector
are the land terrain, climatic differences and fragmented land holdings. In fact, in the state has about 82
per cent of the land holding under the marginal category.
Table 4: Land holding pattern in Jammu and Kashmir

Category of holdings % of holders
Marginal (Less than 1 Hectare) 82%
Small (1 to 2 Hectare) 12%
Semi-Medium (2 to 4 Hectare) 5%
Medium (4 to 10 Hectare) <1%
Large (10 and above) <1%
Source: Agricultural Census for Jammu and Kashmir 2005-06
Opportunities in the sector still arise due to the uniqueness of the Jammu and Kashmir climate and
geographical diversity.
Horticulture
The horticultural produce of J&K state is renowned globally. The apples, walnuts, apricots, pears
amongst other fruits are known for the quality and superior taste. Besides these, the exotic Sea
Buckthorn berry – christened as Leh Berry – is found in the Ladakh region and known for its ubiquitous
uses. In addition to these conventional avenues, the state also has potential in the area of medicinal
plants and aromatic plants. Spices such as saffron and black zeera have also added impetus to the sub
sector.
32
Table 5: Horticulture profile of Jammu and Kashmir

Climatic conditions Districts/Locations Indicative fruits
Temperate Zone Entire Kashmir Valley, Parts of Apple, Pears, Cherry, Walnut,
Poonch, Rajouri, Doda, Kathua Almond, Chestnut, Strawberry,
and Udhampur Districts of Stone fruits and Grapes etc.
Jammu Division
Sub- Temperate Parts of Kathua District, Parts of Stone fruits (like Peach, Plum,
(Mid Zone) Poonch District (Surankote), parts Apricot) Almond, Pears, Pecan
of Rajouri District (Rajouri and Nut, Olive and Kiwi.
Kalakote), parts of Udhampur
District parts of Reasi, some
portion of Doda District, Ramban
and Kishtwar), besides minor
locations in Uri Tehsil of
Baramulla District and Karnah
Tehsil of Kupwara district.
Sub – Tropical Jammu District , parts of Kathua Mango, Citrus, Guava, Litchi,
Zone district, parts of Rajouri district, Bear, Amla and Grapes.
parts of Udhampur district and
lower areas of Reasi) , parts of
Doda District (Ramban)
Arid Temperate Leh and Kargil Grapes (Resin type), Prunes
Zone and
Drying varieties of Apricots.
Seabuck thorn besides
cultivation of Apple, Walnut,
Currants in certain areas of the
Region
Source: Department of Agriculture, Jammu and Kashmir
Organic farming
To build on the unique products of the state, the initiative to brand the produce can be done. Organic
Basmati Rice, Rajmash, off-season vegetables, potatoes, aromatic and medicinal plants can be branded.
Apiary
Vast diversity of natural resources and excellent climate replete with all types of climatic conditions
ranging from sub-tropical to temperate makes the State suitable for stationary as well as migratory bee-
keeping. The area is home for four species of honey bees; three of them are the native species viz., Apis
33
cerana, Apis flora, Apis dorsata and the other one is exotic species viz., Apis mellifera. At grass root level
apiary can be encouraged and also steps can be taken to enhance the visibility for the J&K white honey.
Floriculture
This sub-sector also holds huge potential for the state. The transition to making floriculture a
commercial activity happened in J&K post 2007. Two poly green houses under protected cultivation at
Bhour Camp Jammu, three cold storages one each at Bhour Camp, Jammu, Green Belt Park Gandhi
Nagar Jammu & Zanana Park Udhampur was established to facilitate the progressive growers. In
addition fifteen walk-in-cold chambers at the cost of Rs. 182 lakh have been established at various
district headquarters in the Kashmir Valley.
Animal Husbandry
The state of Jammu and Kashmir has tremendous potential in the arena of animal husbandry. With
varied livestock population of cattle, buffaloes, yak, sheep, goats, Dzos, etc. animal husbandry presents
opportunity to the primary sector workers in the off-season for agriculture. Cattle and poultry amongst
all livestock are considered the most important tool for the development of rural economy. Animals,
besides being the main source of drought force, also provide essential foods like meat, milk, etc, and
large quantities of animal by products such as hide, bones, blood, guts and valuable organic manure. As
of now, commercial exploitation of animal husbandry is at a nascent stage in J&K. however, with several
initiatives that have been planned by the government, this sector is poised for growth.
Dairy
As an off-shoot of animal husbandry, dairy is another opportunity for the state which has not been
explored adequately. Jammu has a total of 3,453 dairy farms while Kashmir division has 406 dairy farms.
However, Jammu produces merely 757.05 metric tonnes of milk while Kashmir division produces
1,166.43 metric tonnes of milk. However, as of now, dairy farming is a household activity largely done
by domestic labour. The majority of families have two to three domestic laborers. Very few people have
engaged hired labour for dairy development. This shows that in Jammu and Kashmir, dairy development
activity is still a subsistence activity but income and employment opportunities can be increased through
the modernization of this sector and sufficient skill building.
1.2.5. Industry
The industry sector has contributed about 24 per cent to the state’s GSDP. Though the state has not
been known for the strength of this sector, in roads are being made slowly to inculcate the
manufacturing culture in the state. The state has become home to several industry giants, over the
years. Key industry players include Chenab Textile Mills, Lupin Pharma, Sun Pharma, FIL Industries,
Dabur India Limited, amongst others.
34
According to Annual Survey of Industries, as of 2010-11, J&K was home to 760 manufacturing units
which provided employment to about 51,000 people. Of these, chemical and chemical products
manufacturing units employed the maximum number of about 10,200 people.
Table 6: Manufacturing Snapshot in Jammu and Kashmir – 2010-11

Industry Number of Invested Number of people
factories capital employed
Manufacture of chemicals and chemical products 134 107,930 10,210
Manufacture of basic metals 73 124,276 8,615
Manufacture of textiles 26 58,864 7,272
Manufacture of pharmaceuticals, medicinal 31 86,648 4,476
chemical and botanical products
Manufacture of rubber and plastics products 48 48,781 3,431
Manufacture of other non-metallic mineral products 44 29,925 3,067
Manufacture of food products 114 20,276 2,655
Manufacture of fabricated metal products, except 77 8,447 2,470
machinery and equipment
Manufacture of electrical equipment 76 22,612 2,073
Manufacture of paper and paper products 25 36,695 1,595
Other manufacturing 15 3,195 1,433
Manufacture of beverages 22 13,009 1,213
Manufacture of furniture 13 898 656
Manufacture of wood and products of wood and 24 4,085 561
cork
Manufacture of computer, electronic and optical 5 1,725 559
products
Manufacture of wearing apparel 4 649 343
Manufacture of other transport equipment 11 895 246
Manufacture of machinery and equipment n.e.c. 4 2,173 222
Manufacture of leather and related products 6 715 205
Printing and reproduction of recorded media 13 1,695 123
Manufacture of coke and refined petroleum 3 75 12
products
Source: Annual Survey of Industries
But the true manufacturing growth of the state can be ascertained by the growth of small scale
industries. The total units registered as of 2011-12 is about 55,000 units which offer employment to
about 2.5 lakh people. This has grown from the about 44,000 units in 2001-02.
35
Figure 9: SSI growth in Jammu and Kashmir
300
249 258
3% CAGR 231 236 243
250 219 226
198 203 209
193
200
150
100
44 45 46 47 48 49 50 51 53 54 55
50
-
No. of units registered (in 1000s) Employment (in 1000s)
Analyzing the regional growth of the registered SSI manufacturing reveals that the growth has been
equitable in the Kashmir and Jammu region.
Figure 10: Registered SSI profile – Jammu and Kashmir regions
Employment 113,112 133,987
Units 24,176 29,398
0% 20% 40% 60% 80% 100%
Jammu region Kashmir region
Source: Digest of Statistics – 2010-11
To support the growth of the industry the state is taking measures through the Industrial Policy 2004 as
well as creation of estates across the state.
Table 7: Existing Industrial Estate – as of November 2012

Nodal department No. of estates Area (in Units set-up
Kanals)
Directorates of Industries and Commerce 31 2214.37 842
J&K SIDCO 10 25124 1287
36
Nodal department No. of estates Area (in Units set-up

Kanals)
J&K SICOP 9 7367 1209
Total 50 34705.37 3338
Source: J&K Economic Survey 2012-13, 1 Kanal = 0.125 acres (510 square metres)
In addition to the existing infrastructure, the thrust is also being provided in rural areas to develop
estates. Some of the upcoming areas include Surankote, Lamebri, Beoli, Bidda, Ghatti, Vijaypur,
Khurbathang, Chotipura amongst others. This infrastructure growth as well as enhanced construction
activities in the state (namely for roads and bridges) has given the construction industry also impetus,
again leading to skilling opportunities.
Khadi and Village Industries

In a state like Jammu and Kashmir which has high percentage of population in rural areas, the khadi and
village industries play a role of empowering the population by actively providing opportunities that are
‘localized’ – in the sense that these use the factor advantages to the maximum. The J&K Khadi and
Village Industries Board (KVIB) has been contributing to the industrial development in the state, across
both the Jammu and Kashmir regions. The KVIB performance, at the state level, from 2008-09 to 2011-
12 shows a steady increase in the cases sanctioned for assistance, which has helped in encouraging
entrepreneurship at the grassroot levels.
Table 8: achievements of J&K KVIB under PMEGP, from 2008-09 to 2012-13, as on 31.05.2013
Year Targets Achievements
Units, in nos. Margin money, in Rs. Employment, Cases Margin money
Lakh in nos. sanctioned, disbursed, in Rs.
in nos. Lakh
2008-09 325 390 2,620 823 623
2009-10 548 658 5,481 1,175 1,120
2010-11 410 574 4,100 1,282 1,435
2011-12 409 572 4,090 1,224 1,737
Total 1,692 2,194 16,291 4,504 4,914
Source: Jammu and Kashmir Khadi and Village Industries Board
In fact, there was National Award given to the J&K Khadi and Village Industries Board for “EXCELLENCE
IN KHADI AND VILLAGE INDUSTRIES” in the category of “Best State KVI Board (Non NE Zone)” by
President of India for 2011.
37
As of 2012-13, the KVIB had a target employment generation across the state for 2,432 people and has
achieved an employment of 5,063 across the state.
At a district level, the districts of Budgam and Samba in the Kashmir and Jammu regions, respectively
have the highest targeted vs. achieved ratio.
Table 9: KVIB performance – 2012-13
Districts Target Achievement
Unit Margin Employmen Unit Project Bank Margin Employmen
s money t s Cost loan money t
Jammu 38 85 280 21 201 190 69 143
Samba 7 18 60 48 380 354 118 319
Kathua 15 31 140 14 148 139 49 103
Udhampur 13 31 120 12 55 50 16 49
Reasi 7 18 60 11 47 43 15 50
Doda 9 23 80 17 52 49 17 68
Ramban 6 16 50 22 69 65 23 106
Kishtwar 5 13 40 12 69 65 23 66
Rajouri 15 35 140 48 185 175 63 252
Poonch 11 27 88 12 54 51 19 84
Total - Jammu 126 296 1,058 217 1,257 1,181 412 1,240
region
Srinagar 32 72 242 28 75 71 26 180
Ganderbal 8 17 70 26 38 36 13 122
Budgam 18 41 150 116 574 545 201 1,115
Anantnag 27 61 118 48 301 286 105 363
Kulgam 11 24 100 58 140 133 49 251
Pulwama 14 33 130 12 153 146 54 261
Shopian 6 15 50 9 101 96 35 86
Baramulla 25 57 194 46 174 165 61 287
Bandipora 9 22 80 59 278 264 97 551
Kupwara 22 49 200 6 24 23 8 37
Leh 3 8 20 31 102 97 36 199
Kargil 3 8 20 82 437 415 153 371
Total - Kashmir 178 405 1,374 521 2,397 2,277 839 3,823
region
G.Total 304 700 2,432 738 3,654 3,458 1,251 5,063
All costs are in Rs. Lakh. Source: Jammu and Kashmir Khadi and Village Industries Board
The majority of unit types registered included textile and service based units in the state.
38
Table 10: Registered KVIB units under REGP - Rural Employment Generation Programme – 2010-11
Units classification Units financed Production, in Rs. Lakh Employment
Textile / hosiery 563 933.04 3,816
Service 357 501.22 2,451
B&C 115 391.41 826
PCP 74 288.43 536
Lime 20 287.67 304
Pottery 19 49.1 266
Beekeeping 23 37.14 149
Fruit 26 70.42 139
HMP 16 51.9 120
Gur Khandsari 22 30.21 81
Polymer / chemical 8 45 58
Electronics 13 46.3 57
Leather 6 25.32 53
Aluminum 1 30 52
Others* 19 128.04 112
Total 1301 3,043.24 9132
Source: Jammu and Kashmir Khadi and Village Industries Board. * Others include cane and bamboo, oil, copper and brass, dairy,
fibre, soap, match, medicinal plant, rubber. PCP refers to processing of cereals and pulses
The J&K KVIB has been a source of success stories at the grass root level in the state which serves as an
inspiration for entrepreneurial development in the secondary sector.
CASE STUDY: KVIB Kishtwar
Mr. Vikram Singh Wazir of Kishtwar was an unemployed graduate. He approached the district KVIB
and explored entrepreneurial opportunities.
Mr. Wazir possessed the experience of marble cutting and polishing. Hence, the KVIB encouraged
him to start venture on his own in Marble Cutting and Polishing, with margin money of Rs. 1.25 lakh.
Today, Mr. Wazir is an employment provider to 10 unemployed youth from Kishtwar.
1.2.6. Services
The services sector in Jammu and Kashmir contributes to about 55 per cent to the State’s GSDP. The
biggest contributor to services is ‘Other services’ followed by ‘public administration’. These two together
accounts for about 61 per cent of service sector GSDP in J&K.
The services sector’s key highlights which has aided in good economic performance include:
39
 Trade, hotels and restaurants performing strongly due to the tourism aspect – tourists from
India and abroad throng the state in the peak seasons
 In 2011-12, over 12,000,000 tourists have visited various tourist locations in the state.
 The contribution of public administration to the services
 Also, the local trade is on the rise with several small shops and enterprises being set by the
locals which gain an impetus with the tourist inflow
The detailed break-up of the same is showcased in the figure below.
Figure 11: Percentage share of services in service sector GSDP – 2012-13

Transport by Communication
Banking & other means 2%
Insurance 5%
8%
Real
estate,ownershi Other services
p of dwellings 32%
and business
services
11%
Public
Trade,hotels administration
and restaurants 29%
13%
Source: CSO, IMaCS Analysis
1.3. Comparison of J&K – with special states and other states

In this section, we have compared the State of Jammu and Kashmir with other states on different
indicators of educational, economic and social parameters. The comparison has been done with two
group of States – (a) similar states, and (b) other states.
For ‘similar states’, we have chosen the eight north-eastern states, due to similarity in topography,
terrain, and level of industrial development. Under the category of ‘other states’, we have chosen
Gujarat, Karnataka, Maharashtra and Tamil Nadu, as these are relatively developed.
40
Education background – comparison

As of 2011, J&K has a literacy rate of 67 per cent. This is the second lowest amongst the similar States
and the lowest amongst other States. States like Mizoram have performed much better with a literacy
rate of 92 per cent. Even in terms of Gross Enrolment Ratio (GER) for class I to XII, all north eastern
states perform better than J&K, with the exception of Assam. However, in terms of drop-out rates, J&K
performs better than all the North Eastern States.
Figure 12: Literacy rate, % , as of 2011 – comparison with Figure 13: Literacy rate, % , as of 2011 – comparison with
similar states other states
100% 92% 88% 82% 80% 80%

75% 73% 69% 67%
80% 100% 83% 80% 79%
60% 76% 69%
80%
40% 60%
20% 40%
0% 20%
0%
Source: Census 2011
Table 11: Comparison of J&K with other states on education related parameters
Year 2010-11 2010-11 2010-11 2010-11 2010-11 2010-11 2010-11
GER, class GER, class I GER, class I Drop-out GER in higher GER in higher GER in higher
I to XII, 6 to XII, 6 to to XII, 6 to rates, class I education, 18- education, 18- education, 18-
Indicator to 17 yrs 17 yrs, SC 17 yrs, ST to X, all 23 yrs, all 23 yrs, SC 23 yrs, ST
Comparison with similar states
J&K 86 85 64 44 16.8 6.4 4.1
Arunacha
l Pradesh 121 n/a 134 62 26.9 100.0 20.1
Assam 66 95 73 77 13.4 11.2 13.4
Manipur 118 147 104 45 35.9 100.0 39.5
Meghala
ya 112 272 110 77 17.5 33.9 15.1
Mizoram 116 91 118 54 21.6 100.0 20.4
Nagaland 61 n/a 63 75 21.5 n/a 15.8
Sikkim 91 112 158 70 24.2 11.8 19.3
Tripura 91 101 99 58 13.6 10.1 6.3
Comparison with other states
Gujarat 88 84 89 58 21.3 17.8 10.3
Karnatak
a 85 87 89 43 25.5 19.8 18.0
Maharas
htra 88 117 94 38 27.6 28.9 12.3
Tamil
Nadu 96 112 127 26 32.9 21.7 23.7
Source: www.mhrd.gov.in
41
At the higher education level also, other States perform better than J&K in terms of GER, with the
exception of Assam and Tripura. However, in terms of availability of number of colleges per lakh of
population (in the age-group of 18-23 years), J&K performs better than Assam, Arunachal Pradesh and
Tripura. However, when compared to other States, we see that availability of colleges per lakh of
population is much better – starting from double of J&K in Gujarat and tripling in Karnataka.
Figure 14: No. of colleges per lakh of population (age group Figure 15: No. of colleges per lakh of population (age group of
of 18-23 years) – comparison with similar states, as of 2010- 18-23 years) – comparison with other states, as of 2010-11
11 44
50
25 23 21 40 35
20
20 16 27 27
14 14 30
15 13
11 20 14
10 8
10
5
0
0
Source: www.mhrd.gov.in
Economic background – comparison
For comparison of economic backgrounds, we have compared J&K with other states on parameters of
GSDP and per capita income. The data shows that J&K ranks the lowest amongst both category of States
on per capita income.
Figure 16: Per capita income, in Rs., as of 2012-13 : comparison with Figure 17: Per capita income, in Rs. As of 2012-13
similar states :comparison with other states
89,931 75,067
65,997 62,555
49,704
49,891 46,253 46,007 45,725 45,569
42,884 40,689 34,364
34,364
Source: Central Statistical Organisation. Note: Per capita income has been given on constant prices.
42
Table 12: Comparison of J&K with other states on select economic parameters
Year 2012-13 2012-13 2012-13
Indicator GSDP at constant prices, in Rs. crore % share in India GDP Per capita income
J&K 43,097 0.8% 34,364
Arunachal Pradesh 5,934 0.1% 42,884
Assam 143,567 2.6% 46,007
Manipur 11,713 0.2% 45,569
Meghalaya 12,072 0.2% 40,689
Mizoram 5,017 0.1% 45,725
Nagaland 9,871 0.2% 49,891
Sikkim 5,491 0.1% 89,931
Tripura 16,993 0.3% 46,253
Gujarat 398,884 7% 65,997
Karnataka 303,670 6% 49,704
Maharashtra 843,565 15% 75,067
Tamil Nadu 451,313 8% 62,555
Source: Central Statistical Organisation, Census 2011
Social background – comparison

For comparison of social backgrounds, we have compared the proportion of scheduled caste (SC) and
scheduled tribes (ST) in the state population. The data shows that J&K has the lowest ratio of STs when
compared to ‘similar states’, but it has the second largest ratio of STs when compared to ‘other states’.
Figure 18: SC and ST as a % of population, as of 2011 : comparison with Figure 19: SC and ST as a % of population, as of
similar states 2011 : comparison with other states
100% 94% 86% 86% 25% 20%

80% 69% 20% 15% 17%
60% 15% 12% 12%9%
35% 34% 32% 7% 7% 7%
40% 18% 10%
20% 0% 0% 1% 0% 4% 5% 7%12% 7%12% 5% 1%
0% 0%
SC, % ST, % SC, % ST, %
Source: Census 2011
43
Table 13: Comparison of J&K with other states on select social parameters
Year 2011 2011 2011
Indicator Population, in lakh SC, % ST, %
J&K 125 7% 12%
Arunachal Pradesh 14 0% 69%
Assam 312 7% 12%
Manipur 26 4% 35%
Meghalaya 30 1% 86%
Mizoram 11 0% 94%
Nagaland 20 0% 86%
Sikkim 6 5% 34%
Tripura 37 18% 32%
Gujarat 604 7% 15%
Karnataka 611 17% 7%
Maharashtra 1,124 12% 9%
Tamil Nadu 721 20% 1%
Source: Census 2011
1.4. Education and training profile

Literacy rate
According to census 2011, literacy rate in the state stood at 68.74 per cent as against 74.04 per cent at
national level. The table below presents the key literacy indicators for the state. There is significant
difference between the male and female literacy rates for the state. All the key literacy indicators are
lower than the national values.
Table 14: Key Literacy indicators, Jammu and Kashmir
Literacy in 2011 Jammu and India
Kashmir
Overall Literacy 68.74% 74.04%
Male Literacy Rate 78.26% 82.14%
Female Literacy Rate 58.01% 65.46%
Source: Census 2011
School education
As of 2010-11, Jammu and Kashmir had 15,203 primary schools, 9,320 middle schools and 3,169 high
schools.
44
Table 15: School education infrastructure in Jammu and Kashmir, 2010-11

Sl. No. Category No. of schools Enrolment, in lakh No. of
teachers
1 Primary 15,203 12.59 63,123
2 Middle 9,320 6.85 45,600
3 High 3,169 5.10 46,078
4 Total Schools 27,692 25.00 154,801
Source: Digest of Statistics, 2010-11
Higher education
The State is also home to some of the premier institutions such as National Institute of Technology,
University of Kashmir, University of Jammu, Central University of Kashmir, Central University of Jammu,
Sher-i-Kashmir University of Agricultural Sciences and Technology – in Jammu and in Kashmir. The state
also has seven medical and dental colleges.
The state is also home to 39 general education colleges, 92 professional education colleges and one
special education college.
Stream wise student enrolment

Looking at stream wise student enrolment data for Government degree colleges (2009-10), we see the
following:
 In Kashmir province, 38 per cent of student enrolment is in language related courses – 20 per
cent students are enrolled for English, wile 18 per cent are enrolled for Persian. This is followed
by education at 9 per cent.
 Similar is the trend in the Jammu province, where 24 per cent of the students are enrolled in
English, followed by 12 per cent in education.
Table 16: Enrolments in Higher Education courses in Jammu and Kashmir

Type of Institute No. of institutes Number of students Number of teachers
General education
39 124,408 904
college
Professional
92 54,769 1,492
education college
Special education
1 70 18
college
Source: Digest of Statistics, 2010-11
Social background of the students

Based on the Jammu and Kashmir Reservation Rules 2005 of the State, we have analysed the social
background of the students. The results show that in undergraduate courses, 50 per cent of the seats
45
are reserved for different social classes, and the remaining 50 per cent are available on open merit. In
case of PG courses, the ratio of open merit seats increases to 65 per cent.
Table 17: Social background of the students in J&K

Social class % share in professional % share in PG courses in
institutions MD/MS/M.Tech,
Engineering and agricultural
sciences etc.
Scheduled castes 8% 4%
Scheduled tribes 5%
a) Gujjars and Bakerwals 6%
b) Residents of district Leh 2%
c) Residents of district Kargil 2%
d) Other than the a), b) and c) above 1%
Socially and educationally backward
classes (other than SC and ST)
a) Weak and under privileged 2% 1%
classes
b) Residents of area adjoining actual 3% 2%
LoC
c) Residents of backward classes 20% 10%
Other reservations
a) Children of defence personnel 3% 2%
b) Children of paramilitary forces 1%
and State Police personnel
c) Candidates possessing 2% 1%
outstanding proficiency in sports
Open-merit category 50% 65%
Open-merit category candidates other 10%
than those mentioned above who have
served for a minimum period of 5 yrs in
rural areas
Source: Jammu and Kashmir Reservation Rules 2005
Upcoming colleges in J&K

In 2011-12, the Government sanctioned establishment of 22 new degree colleges in J&K. These include
11 degree colleges in educationally backward districts. List of these colleges is given in the table below.
46
Table 18: Upcoming degree colleges in J&K

11 newly sanctioned degree colleges District
Kangan Ganderbal
Khour Jammu
Jhandra Jammu
Pampore Pulwama
Thathri Doda
Sunderbani Rajouri
Vailoo-Larnoo Anantnag
Hadipora Baramulla
Bagi Dilawar Khan Srinagar
Gool Ramban
Magam Budgam
11 new model degree colleges sanctioned for District
educationally backward districts
D.H. Pora Kulgam
Tangmarg Baramulla
Charar-i-sharief Budgam
Zanaskar Kargil
Marwah Kishtwar
Mahanpur Kathua
Kupwara Kupwara
Surankote Poonch
Kalakote Rajouri
Nobra Leh
Sarh Bagga Mahor Reasi
Technical education
The state currently has 32 polytechnic institutes offering diploma certificates in various streams. The
State has sanctioned establishment of 18 new polytechnics, in districts in which these were not available
earlier. Construction of these colleges is being undertaken by Jammu and Kashmir Projects Construction
Corporation (JKPCC). Central Government has already released Rs.135 crore towards the same. List of
these polytechnics as well as their status of construction is given in the table below.
Table 19: List of upcoming polytechnics in J&K

Polytechnics / districts Status
Rajouri Established
Pulwama Established
Poonch Land yet to be identified and acquired.
Udhampur Land yet to be identified and acquired.
47
Polytechnics / districts Status

Shopian Land yet to be identified and acquired.
Kathua Construction work in progress
Samba Construction work in progress
Reasi Construction work in progress
Budgam Construction work in progress
Kupwara Construction work in progress
Bandipora Construction work in progress
Jammu (additional block at the existing poly) Construction work in progress
Srinagar (construction of building for food Construction nearing completion
technology at Govt polytechnic for women
Srinagar)
Vocational education
In addition to the school and higher education infrastructure mentioned above, the state is also home to
59 Industrial Training Institutes (ITI) and the details are provided in the below table. The trade-wise
details of ITI and Polytechnincs in Jammu and Kashmir can be referred to in the annexure.
Table 20: ITI in Jammu and Kashmir – 2013

District Number of ITIs Intake
Leh 1 341
Kargil 1 315
Srinagar 2 2004
Anantnag 2 1720
Pulwama 3 651
Ganderbal 2 435
Budgam 2 650
Baramulla 6 1739
Shopian 1 194
Kulgam 1 257
Bandipora 2 362
Kupwara 4 990
Jammu 3 2014
Poonch 3 746
Rajori 4 1042
Udampur 1 387
Kathua 4 829
Samba 1 335
Reasi 1 173
Ramban 3 535
48
District Number of ITIs Intake

Doda 3 740
Kishtwar 1 650
Source: Directorate of Technical Education, Jammu and Kashmir
In addition to the above, the State has several training institutes for vocational training run by both
Government and private sectors. These institutes offer varied courses such as tailoring and cutting,
embroidery, computer operation, beauty culture, information technology, auto-CAD, electrical wireman
etc. The details of the same are provided in the district profiles.
Private Sector supported Vocational training in the state:

The State is also home to several vocational training providers (VTPs), which provide training on a broad
spectrum of sectors. A review of VTPs registered with Directorate of Technical Education under Skill
Development Initiative (SDI) shows that a total of 115 VTPs are registered with the Directorate. Most of
these at 63 per cent are registered in Jammu division, the remaining being in the Kashmir region.
The Jammu region has 72 VTPs registered with the Directorate. Out of these, 50 per cent are located in
Jammu district alone. The most common course offered by VTPs is Information and Communication
Technology (ICT), followed by electrical, construction, banking & accounting, fashion designing &
garment making, and soft skills. The Kashmir region has 43 VTPs registered with the Directorate. Out of
these, 33 per cent are located in Srinagar district alone. Majority of these offer courses related to ICT.
Names of district wise key VTPs are mentioned in the respective district profiles.
1.5. Skill development initiatives

The State of Jammu and Kashmir has taken cognizance of the fact that a skilled human resource pipeline
is a must for the economic growth of all the sectors.
Jammu and Kashmir Entrepreneurship Development Institute

The state, to promote entrepreneurship, has set-up Entrepreneurship Development Institute that has
rolled-out several schemes.
1. Seed Capital Fund Scheme (SCFS) – under Sher-i-Kashmir Employment Welfare Programme
Objectives :
 To motivate, train and facilitate educated youth to take up entrepreneurship as a career
option and create employment opportunities not only for themselves, but also for others.
 To invest in various areas of economy to optimally exploit the resources
Core Areas :
 Horticulture, floriculture, cultivation of medicinal and aromatic plants;
 Food-processing at the household/village level;
 Food storage establishment, particularly cold chains;
 Handloom, handicrafts and other artisanal products: particularly design improvement,
49
1. Seed Capital Fund Scheme (SCFS) – under Sher-i-Kashmir Employment Welfare Programme
technology-transfer and marketing;
 Ventures in poultry, sheep-breeding and production, collection, storage and marketing of
milk: aimed at import substitution;
 Setting up of computer literacy/training institutes in villages/habitations particularly with a
population of less than 3000 souls;
 Health services unit/dental care units set up by doctors;
 Pathological labs including diagnostic facilities set up by doctors/trained professionals;
 Tourism-related enterprises covering houseboat owners, setting up of Paying Guest
facilities, small dhabas and restaurants with a capacity of 20 seats.
2. NMFDC SCHEMES BEING IMPLEMENTED BY JKEDI

EDUCATIONAL LOAN SCHEME Rate of Interest: 3%
Objective: To facilitate job oriented education amongst the weaker section of the minorities.
Loan Extent: Rs.2,50,000/- at Rs.50,000/- per year
Eligibility Criteria:
 Applicant should be in the age group of 16-32 years.
 Confirmed admission in the intended course. (However, application for loan can be made in
anticipation of admission).
 Women and Physically challenged candidates given preference.
Eligible Courses:
 Professional and Technical Courses
 Courses of study with good potential in the job market.
 The duration of the course not exceeding five years (shorter duration courses given
preference).
 The College/Institute should have been offering the course for the last 3 years and should
be recognized by the Government at the Central/State Government or by appropriate
authority such as AICTE.
Modular skill development programme

The Ministry of Labour and Employment helms the Modular Skill Development programme in the state
of J&K.
The objectives of this programme are:
 To provide training to about 16000 out of school youth in demand driven trades.
 To increase their employability
 To facilitate realization of inclusive growth - social and economic.
Jammu and Kashmir Overseas Employment Corporation (JKOEC)

Jammu and Kashmir State Overseas Employment Corporation Limited was incorporated with the main
objective of facilitating Employment Opportunities to the job seekers and unemployed youth of the
state within and outside the country.
50
The Corporation has been created to liaise with the foreign employers, foreign embassies, Ministry of
Overseas Indian Affairs, International Organization for Migration, Indian Missions abroad etc. and to
create a knowledge-bank for aspirants of Overseas employment, particularly on matters of legal
requirements for emigration, work environment in various foreign lands, mandatory formalities and
formats prescribed by employer countries and employment organizations.
As part of this process, there are also skill development initiatives offered by JKOEC.
1. Orientation and Training

The Corporation arranges the Pre-Departure Orientation and Training for the candidates selected by the
employers for overseas job assignments, so as to develop a working knowledge of the language, culture
and laws of the destination country. The training also includes functional knowledge on the following:
 Travel related Documentation;
 Visa formalities;
 Requisite Health and Medical check-ups;
 Emigration clearance;
 Immigration laws;
 Attestation of documents, and other essential information related to pre-departure formalities
2. Soft skill upgradation

The demand for skilled labor is increasing in Global market. Workers with advanced technical and
multiple skills are sought by foreign employers who have competitive edge over the unskilled workers.
The Soft Skills Training programs at JKSOECL encompass a wide range of skills, from basic
communication skills to personality grooming to professional etiquettes. The training programs of
JKSOECL enable participants to develop interpersonal communication skills to leverage subtle
distinctions that differentiate between an ordinary employee and an effective professional. These
distinctions include knowing how to work effectively in a global economy, understanding client’s needs
and outlook, working to build trust and commitment, Verbal Communication (both spoken and written
forms), Non-verbal communication (Understanding Body Language), Listening skills (Active, Passive and
Reflective Listening).
Himayat Scheme
Himayat is a placement linked skill development initiative for training and placement of 1 lakh J&K youth
in next 5 years. It is a part of the Skill Empowerment and Employment scheme of the Prime Minister’s
Office (PMO). The project envisions support for the youth of J&K by providing them vocational training
linked to placement in various sectors/skills like Information Technology, Sales and Marketing,
Hospitality and Education. The key features of the Himayat scheme are:
 The implementation of Himayat will be done by private companies or NGOs

 The scheme aims to target 1,00,000 youth in 5 years
 Training centres will be developed at the block level where youth will be trained
 Support will be available for trainees after training, during placement as well
51
The training model follows the four pronged approach of outreach, training, placement and post
placement support. There have been 16 training centers established across the state. As of October
2013, 3,218 youth have been trained.
Table 21: Himayat Scheme – Key indicators

Enrolled 3947
Completed 3218
Placed 2331
Placement in process 887
Undergoing training 403
Dropped 326
Source: www.himayat.in
Udaan scheme
Under the Special Industry Initiative of the Prime Minister, the National Skills Development Corporation
(NSDC) and Ministry of Home Affairs have been mandated to work with the corporate sector in bringing
about a positive change in the employment and skills space of Jammu and Kashmir. The Special Industry
Initiative, known as “Udaan”, targets the youth of J&K, specifically graduates and postgraduates, who
are seeking global and local opportunities. Udaan thereby aims to provide skills to 40,000 youth over a
period of 5 years in high growth sectors. Udaan has two objectives:
 To provide exposure to the graduates and post graduates of Jammu and Kashmir to the best
of corporate India and
 To provide corporate India with exposure to the rich talent pool available in the state
As of November 2013, the initiative saw a commitment of 59,133 candidates by 42 corporates. Some of
the key companies that have signed MoUs are Wipro, HCL, Tata Motors, CII, IL&FS, Infosys, Accenture,
Religare, Cognizant and Yes Bank among others. Over 39,500 candidates have been reached out to
through website registrations and candidates attending information seminars. Of this, 1,950 candidates
are currently under process for Udaan. So far, 603 candidates have completed training, of which, 336
have been placed and the remaining are under placement process.
1.6. Employment Exchange Performance

Organisational structure
The registration of unemployed educated/uneducated youth for seeking employment assistance is one
of the essential jobs assigned to the Department of Employment. The department structure showcases
the reach of the department at the grass root level in J&K.
Figure 20: Employment exchange organization structure

52
Hon’able
Minister for
Labour and
Employment
Commissioner/
Secretary to
Govt
Director
Employment –
J&K
Deputy
Deputy Asst Director – Asst Director – Joint Director – Joint Director -
Director –
Director – P&S Central Admin Jammu Kashmir
Central
Deputy Deputy
Directors – Directors –
Jammu region Kashmir region
districts districts
Source: www.jakemp.nic.in
Unemployment rate and reasons of unemployment

As of 2012, the state had 22 employment exchanges, in all the districts of J&K. As of December 2012,
over 4.8 lakh youth registered themselves in the employment exchange. This brings the unemployment
rate to 9.1 per cent in the State (number of unemployed registered divided by the total number of
people in the labour force). Based on our primary survey, we found that the actual rate of
unemployment would be even higher, however, it is not calculated, as registration with the employment
exchange is a voluntary process and is not mandatory. Based on our discussions with the stakeholders in
the State, we found out that the key reasons for unemployment are as follows:
 High preference for Government jobs amongst the youth, for which vacancies are far and few
 High preference for white collar jobs mostly, which are not available in plenty, due to lack of
industrial culture in the State
 Unwillingness to move out of their districts in search of job opportunities. This trend has been
witnessed in many districts.
 Many youth coming out from the educational institutions are not considered employable by the
industry and other service sector related companies situated in the State.
Table 22: Registration at district employment centers
53
S. No. District Ending December,

2012
KASHMIR DIVISION.
1 Srinagar 69815
2 Ganderbal 8205
3 Budgam 30212
4 Anantnag 20301
5 Kulgam 17257
6 Pulwama 25538
7 Shopian 2568
8 Baramulla 26981
9 Bandipora 16937
10 Kupwara 34902
11 Leh 5397
12 Kargil 10906
Total Kashmir Division. 269,019
JAMMU DIVISION
13 Jammu 60701
14 Samba 11081
15 Udhampur 13916
16 Reasi 3413
17 Kathua 16322
18 Doda 26092
19 Ramban 6821
20 Kisthwar 13734
21 Rajouri 30561
22 Poonch 37186
Total Jammu. Division. 219,827
Grand Total 488,846
Source: Directorate of Employment, Jammu and Kashmir
The data pertaining to district-wise youth registered, stream-wise as of June 2013, has been highlighted
in the individual district profiles.
54
Unemployment trends
Figure 21: Employment exchange registrations – 2009 to 2012
317,070 322,187
295,286
272,072 280,252 280,792
269,019
219,827
2009 2010 2011 2012
Total Kashmir Division Total Jammu Division
Source: Directorate of Employment, Jammu and Kashmir
The comparison in the registrations made in the employment exchanges from 2009 to 2012 shows that
the Kashmir division has consistently more youth registered than the Jammu division. The data also
shows that number of unemployed people registered with the employment exchanges witnessed an
increasing trend from 2009 to 2011 and declined thereafter. Based on our discussions with the
stakeholders in the State, we found that the key reasons for the same is the introduction of Voluntary
Services Allowance (VSA) scheme in the State in the year 2010, under which a monthly allowance of
Rs.500 to Rs.1,100 is paid to the unemployed youth registered with the employment exchange, based
on their academic and technical qualifications. The allowance acted as an incentive for the unemployed
youth to register themselves with the employment exchanges and the number of registrations increased
by 9 per cent in Kashmir division and by 3 per cent in the Jammu region. However, the number of
registrations saw a decline in 2012. This was due to the following reasons:
 Irregularities in the allowance paid to the registered unemployed
 Inadequate payments made due to lack of funds
 Amount of allowance considered too low and no increase in allowance even after 3 years of
introduction of the scheme, and
 Registration with the employment exchange not a mandatory requirement for availing
either Government or private jobs
Composition of unemployed youth

Based on the education wise registration in the employment exchanges in J&K, we see that the majority
of the registered are TDC pass outs. These are youth who have completed their teacher training courses
55
and are not able to find jobs. These constitute 36 per cent of the total registered unemployed. These are
followed by matric passed at 30 per cent and middle passed at 15 per cent.
The data shows that skilled personnel such as ITI trained, post graduates and other skilled persons are
the least number of people registered with the employment exchanges. This indicates that skilled
personnel are able to find jobs and it’s mainly the school pass outs / drop outs (other than teacher
training personnel), who are not able to find jobs in the State.
Figure 22: Education wise composition of unemployed youth registered with the employment exchanges in J&K, as of
December 2012, 100% = 4.8 lakh
PUC ITI Trained Post Graduates Others
4% 3% 2% 2%
Graduates
8%
TDC
36%
Middle
15%
Matric
30%
Source: District employment exchanges. Others consist of ‘skilled other than ITI’, illiterate, diploma holders, degree holders, and
draftsman.
Placement process
The employment exchanges in the districts also act as a career counselling and guidance centres for the
registered youth. It helps the youth with information on various Government schemes (such as the
Jammu and Kashmir State Self Employment Scheme) which provide aid to the unemployed in the form
of loans, subsidies etc. The thrust is on self-employment. The exchange also holds employment fairs
from time to time. Recruitment rallies are also held with various defence agencies like Indian Navy,
Indian Air Force and JAKLI (Jammu and Kashmir Light Infantry). Placement with private companies is also
facilitated. However, there is no documented data on number of people placed and there is no well-
defined process for the same.
Other functions of the employment exchanges

The department also undertakes several initiatives to empower the youth in the state and establish a
link between the registered youth and the industry. These are highlighted below:
56
Career Counselling
The respective employment exchanges organize job fairs to place the registered people. Another
initiative that the Department has undertaken is career counselling. In order to enhance the
employability of the educated youth, career counseling has been made a regular feature in the State.
The services of the reputed career counselors/experts in various fields within and outside the State have
been utilized to deliver career counseling / career talks in various educational institutions of the
State since 2001 in different schools /colleges of Jammu/Kashmir Divisions.
Presently Counseling Sessions are also being held in various District Employment and Counseling Centres
of the State for providing information about various career opportunities, competitive examinations,
incentives being provided under various Central/State Government schemes being implemented by
various Departments by inviting the experts in the relevant fields and the departmental
heads/functionaries to apprise the unemployed youth about the same for obtaining maximum benefits
available under various self-employment schemes.
Collection of Employment Market Information

The EMI reports which are prepared yearly on the basis of the information collected from the
public/private sector establishments/undertakings on quarterly basis is one of the major functions of
this Department as stipulated in the National Employment Service (NES) manual issued by the
Directorate General of Employment and Trainings, New Delhi .The said report after compilation, is sent
to the said organization.
Awareness Creation
With the purpose to create awareness amongst unemployed youth about various employment
generating schemes, the department organized/held the following programmes in the State. The
department conducted employment fair, awareness camps and counselling sessions.
Table 23: Awareness creation initiatives performance – upto June 2013

Awareness initiative Number of programmes Number of participants/students
Employment fair 140 481,994
Awareness camp 162 37,184
Counselling session 259 10,273
Source: www.jakemp.nic.in
57
2. Employment Potential and qualitative skill gaps

Based on the entire diagnostic analysis above and our discussions with the key stakeholders in the
districts, we have identified sectors which will be the development and employment growth engines in
the State in the next ten years and will have skill training requirements. We have forecasted both the
incremental demand and supply side of human resources from 2012 to 2022. We have mainly
forecasted the numbers for 19 high growth sectors identified by NSDC. In addition, we have identified
‘handicrafts and handloom’, ‘power’ and ‘other manufacturing’ (includes manufacturing of basic metals,
fabricated metal products, and other transport equipment) as prominent sectors for Jammu and
Kashmir.
2.1. Demand for human resources

Based on our forecasts, we estimate that between 2012 and 2022, an incremental demand (cumulative
for 10 years) for about 1.15 million persons will be generated in the State of Jammu and Kashmir.
Maximum demand will be generated from sectors such as ‘agriculture and allied activities’, followed by
‘other manufacturing’, ‘trade, hotels and restaurants’, ‘transport, storage and communication’, and
others.
District wise demand numbers are available in the respective district profiles.
Table 24: Incremental demand in Jammu and Kashmir, 2012 to 2022

Incremental
2012-17 2017-2022
Demand
Minimally Semi- Minimally Semi-
Sectors Skilled Total Skilled Total
skilled Skilled skilled Skilled
Primary Sector
Agriculture & allied
activities 185,099 18,960 12,625 216,683 202,036 20,695 13,780 236,511
Total (I) 185,099 18,960 12,625 216,683 202,036 20,695 13,780 236,511
Secondary Sector
Food processing 2,919 2,335 584 5,838 3,408 2,726 682 6,815
Chemicals and
pharmaceuticals 4,333 3,033 1,300 8,666 6,450 4,515 1,935 12,899
Textile and Clothing 1,242 994 248 2,485 1,553 1,243 311 3,107
Construction 18,315 2,358 1,139 21,812 18,984 2,444 1,180 22,609
Handicrafts and
handlooms 8,068 13,446 5,378 26,892 8,593 14,321 5,728 28,642
Gems and jewellery 3,388 1,206 1,149 5,743 4,694 1,671 1,591 7,956
Other
manufacturing 14,863 10,404 4,459 29,727 33,232 23,263 9,970 66,465
Power - 5,687 3,787 9,568 - 10,551 7,034 17,585
Total (II)
53,128 39,457 18,044 110,630 76,913 60,733 28,431 166,077
58
Incremental
2012-17 2017-2022
Demand
Minimally Semi- Minimally Semi-
Sectors Skilled Total Skilled Total
skilled Skilled skilled Skilled
Tertiary Sector
Banking and
insurance 6,627 11,049 16,800 34,476 9,142 15,243 23,175 47,560
Education and Skill
Development - 467 22,896 23,363 - 525 25,734 26,259
Healthcare Services 1,537 1,537 12,296 15,370 1,760 1,760 14,078 17,598
Transport, storage
and communication 30,020 10,122 2,898 43,040 35,066 11,824 3,385 50,274
Trade, hotels and
restaurants 28,452 10,943 4,377 43,772 36,564 14,063 5,625 56,252
Auto servicing 10,860 3,103 1,551 15,514 14,099 4,028 2,014 20,141
Unorganized
(computer
technician, mobile
phone technician,
TV technician) 3,379 5,068 2,816 11,262 5,651 8,477 4,709 18,838
Total (III) 80,874 42,289 63,633 186,796 102,281 55,919 78,721 236,921
Grand Total (I+II+III)

319,100 100,707 94,302 514,109 381,230 137,348 120,931 639,509
Total Incremental 1,153,618
Demand
Source: IMaCS Analysis; * Other manufacturing includes manufacturing of basic metals, fabricated metal products and other
transport equipment (building of ships and boats, manufacture of railway locomotives and rolling stock, manufacture of air and
spacecraft and related machinery, manufacture of military fighting vehicles etc.)
Note: Current employment numbers for different sectors sourced from sources such as ASI, NSSO, CSO, Census 2001 and 2011,
RBI, IRDA, MHRD, Department of Education, etc. Wherever numbers were not available from Government sources, we relied on
industry interactions and our own analysis.
In the next ten years, maximum demand is expected to be for minimally skilled workers at 62 per cent of
the total incremental demand. This is expected to be followed by semi-skilled workers at 20 per cent,
and skilled workers at 18 per cent.
59
Figure 23: Skill wise incremental demand in Jammu and Kashmir – 2012 to 2022
Agriculture and allied

Auto servicing
Banking and insurance
Chemicals and pharmaceuticals
Construction
Education
Food processing
Gems and jewellery
Handicrafts and handlooms
Healthcare
Other manufacturing
Power
Textile
Trade, hotels and restaurants
Transport, storage and communication
Unorganized (computer technician, mobile phone technician, TV …
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Minimally skilled semiskilled skilled
Source: IMaCS Analysis; * Other manufacturing includes manufacturing of basic metals, fabricated metal products and other
transport equipment (building of ships and boats, manufacture of railway locomotives and rolling stock, manufacture of air and
spacecraft and related machinery, manufacture of military fighting vehicles etc.)
The incremental demand for minimally skilled workers is mainly concentrated in agriculture and allied
sectors. Demand for semi-skilled workers is concentrated in sectors such as agriculture and allied,
followed by other manufacturing, handicrafts and handlooms, banking and insurance, and trade, hotels
and restaurants. Demand for skilled workers is expected to be driven by sectors such as education,
banking and insurance, and healthcare.
In addition to the above, we have also estimated job role / function wise incremental demand numbers.
Numbers have been estimated for sectors wherever data was available. These are given in the table
below.
Table 25: Job role wise incremental demand in Jammu and Kashmir, 2012 to 2022
Incremental Incremental
Sector demand, 2012- Sector demand,
22 2012-22
Education and Skill
Food processing 49,600
Development
Procurement 1,300 Healthcare Services
Testing & quality 2,500 Doctors 6,600
Production 7,000 Nurses 18,100
60
22 2012-22
Product development 100 – 150 Technicians 6,600
Non-medical / support /
Storage 350 – 400 1,600
administrative / clerical
Sales and other support
1,300 Transport, storage and communication
functions
Other functions, such as senior
Chemicals and pharmaceuticals and middle level managers like 18,600
supervisors
Shop floor function
Worker level (truck drivers,
(production, maintenance, 13,000 74,600
loaders, good handlers)
quality, etc.)
Procurement 1,100 Trade, hotels and restaurants
Product development 400 – 500 Travel and tour operators
Sales & marketing 5,000 Ticketing 100-200
Support functions (HR, finance
2,100 Accounts 600
etc.)
Textile and Clothing Tour guides 1400
Procurement 50 – 100 Administration 500
Production 4,200 Operations 400 – 500
Sales 150 – 200 Sales & marketing 200 – 250
Quality 250 – 300 Foreign exchange 100 – 200
Engineering / maintenance 250 – 300 Others 400 – 500
Support functions 600 – 700 Hotels & restaurants
Construction F&B service 19,200
Project managers 1,300 F&B kitchen 19,200
Engineers / supervisors 11,100 Housekeeping 19,200
Foreman (shuttering, steel,
4,900 Front office 7,700
concrete, finishing etc.)
Accounts / billing / stores 3,500 Management 7,700
Technical and maintenance staff
Planning 850 – 900 (e.g. electricians, plumbers, A/C 7,700
repair etc.)
Surveying 850 – 900 Purchase & accounts 5,800
Others (HR, security, accounts
Quality lab 1,300 9,600
etc.)
Safety 2,700 Auto servicing
Support functions (mechanics, 4,400 Works manager / service 5,300
61
22 2012-22
electricians, security etc.) managers / service advisors
Projects (design, overall Service supervisors / spares
6,600 7,100
planning, procurement etc.) management
HR, admin, finance,
6,600 Mechanics 21,400
communication, IT etc.
Gems and jewellery 14,000 Support functions (receptionist,
1,800
BFSI accounts)
Unorganized (computer
Banking technician, mobile phone 30,100
technician, TV technician)
Operations 14,800 Agriculture & allied activities 453,200
Sales & marketing 7,400 Other manufacturing 96,200
Support functions 2,400 Handicrafts and handloom 55,500
Insurance
Admin & support functions 600 – 650
Sales & marketing 2,900
Financial intermediaries 53,300
Source: Based on market survey and NSDC sector skill reports.
2.2. Supply of human resources

As of 2012, Jammu and Kashmir has an estimated total population of 12.85 million persons. Of this,
labour force is estimated at 5.27 million persons. Each year, people from different educational
institutions join the workforce at different skill levels. We have estimated that between 2012 and 2022
(cumulative / incremental), about 1.45 million persons will join labour force and will be available in the
job markets looking for jobs. This has been estimated based on the labour force participation rate
obtained from NSSO 55th, 61st and 66th rounds and based on the trend which arising out of the same.
Table 26: Incremental supply in Jammu and Kashmir, 2012 to 2022

Year 2012 2017 2022
Population 12,852,799 14,498,941 16,379,887
Working Age Population 7,326,095 8,264,396 9,336,535
Projected Labour Force 5,269,647 5,944,566 6,715,754
Projected Work Force 5,141,119 5,799,576 6,551,955
Incremental Manpower Supply
1,446,106
2012-2022
62
Figure 24: Projected workforce of Jammu and Kashmir – 2022
Population:
16.3 mn
Working age
population:
9.23mn
Labour
Force: 6.7
mn
Work Force:
6.5 mn
th
Source: Census 2001, Census 2011, NSSO 66 Round
Availability of working age population (age group of 15-59) is estimated to grow from 7.3 million in 2012
to 9.3 million by 2022. In the period 2012-22, it estimated that incremental manpower supply will be
about 1.45 million. Incremental manpower supply can be further classified into skilled, semiskilled and
unskilled as per education qualifications and estimated output of educational and vocational training
institutes in the district. Supply of local labour force is split across different skill levels as: 41 per cent at
minimally skilled, 34 per cent at semi-skilled and 25 per cent at skilled.
Table 27: Incremental supply by skill level in Jammu and Kashmir, 2012 to 2022
Skill levels Incremental supply, 2012-22
Minimally Skilled 598,871
Semi-Skilled 481,385
Skilled 365,851
Total 1,446,107
Source: IMaCS Analysis,
63
2.3. Demand-supply gap
Skill wise incremental demand and supply in Jammu and Kashmir – 2012 to 2022
Deficit / (Surplus) of
Demand for Human Supply of Human
Human Resources
Resources 2012-22 Resources 2012-22
2012-22
215,233 365,851 (150,618)

Skilled
Text
238,054 Text Semi-skilled 481,385 (243,331)
700,330 598,871 101,489

Minimally skilled
Text
Source: IMaCS Analysis
During the period 2012-22, we find that the excess supply of manpower in semi-skilled and skilled levels
but there is a shortage of labour in minimally skilled category. The shortage of minimally skilled has to
be bridged by skilling initiatives.
And though the semi-skilled and skilled categories have surplus supply of human resources, they also
need to be constantly up-skilled and also need to build skills for export of skills considering the
employability factor. The employability factor would further reduce the supply of human resources in
the semi skilled and skilled categories.
Lastly, the qualitative aspect of the skill set also comes into play when analysing the above pyramid.
Though, surplus supply is available – quantitatively – in the semi skilled and skilled levels, the quality of
the skill set demanded by the industry might not be met by the workforce. Though the person might be
available for the job role, he/she might not possess the particular knowledge and skills that is demanded
by the industry for that particular job role.
Thus, these twin issues of employability as well as market oriented skills have to be built across the skill
levels.
64
3. Mapping of high growth sectors

Based on the entire diagnostic analysis above, the employment potential and our discussions with the key stakeholders in the districts, we have
identified sectors which will be the development and employment growth engines in the State and the districts in the next ten years and will
have skill training requirements. The training requirements could be for the new manpower entering these sectors or up-skilling of the existing
manpower in the sectors.
The sectors which have been identified for the districts are presented in the table below, while the detailed description of the district wise
opportunities is given in the respective district profiles only.
In the following section, we have given brief overview of the some of the key high growth sectors of Jammu and Kashmir, while the individual
district profiles capture the respective sectoral profiling.
Transpo
Chemic Trade, rt,
Banking als & Handicr hotels storage
Agricult Auto & pharma Food Gems & afts & Other & &
ure & servicin insuran ceutical Constru Educati process jeweller handlo Healthc manufa restaur commu Unorga
District allied g ce s ction on ing y oms are cturing Textile ants nication nized
Leh
Kargil
Srinagar
Anantnag
Pulwama
Ganderbal
Budgam
Baramulla
Shopian
Kulgam
Bandipora
Kupwara
65
Transpo
Chemic Trade, rt,
Banking als & Handicr hotels storage
Agricult Auto & pharma Food Gems & afts & Other & &
ure & servicin insuran ceutical Constru Educati process jeweller handlo Healthc manufa restaur commu Unorga
District allied g ce s ction on ing y oms are cturing Textile ants nication nized
Jammu
Poonch
Rajori
Udampur
Kathua
Samba
Reasi
Ramban
Doda
Kishtwar
Source: IMaCS Analysis; Note: Shades from red to green indicate low growth to high growth (red = lowest growth; green = highest growth, colours in between = medium growth).
Note: We have mapped only those sectors for each of the districts where new skills or skill up-gradation is required. Over and above these, there may be other sectors which will
lead high employment but might not require skill interventions.
66
3.1. Banking, financial services and insurance (BFSI)
The contribution of Banking, Financial Services and Insurance (BFSI) in Gross State Domestic Product
(GSDP) has increased from 3.6 per cent to 5.5 per cent between 2005-06 and 2012-13. This contribution
to the GSDP increase has also resulted in a strong sectoral performance. The banking infrastructure of
the J&K state contributes to about 1.2 per cent of the national infrastructure.
Table 28: Jammu and Kashmir number of Banks
Year Public sector Private sector Regional rural Co-operative Total
banks commercial bank banks
banks
2010-11 332 463 287 220 1302
2011-12 358 543 304 244 1449
In terms of the business in the banking sector, there has been a growth of about 12 per cent.
Figure 25: Business in Banks (In Rs. crore)
49,036
42,942
37,238 34,233
32,333 29,355
27,939 25,148
19,281 21,956
12,090 13,587 14,803
8,658 10,377
2006-07 2007-08 2008-09 2009-10 2010-11
Deposits Advances Business
Source: Digest of Statistics 2010-11
The state is also targeting financial inclusion in the banking sector and its annual credit plan targeting
cross sectoral avenues, BFSI is poised for more growth.
Insurance is another segment where employment is generated. Awareness and importance on Insurance
has increased among the public as well as the changing lifestyle has led to the rise of this sub sector.
Insurance products are broadly classified into life and non-life. There are many insurance companies
offering various products for public. As like Banking, all the major Insurance firms such as LIC, ICICI
prudential, HDFC Life, ICICI Lombard, Bajaj Allianz, etc. have their operations in the state.
3.2. Chemicals and pharmaceuticals
Chemicals and pharmaceutical sector presents one of the new opportunities for the state. The key
factors that have led to the emergence of this sector are:
67
 Jammu and Kashmir’s proactive industrial policy – that encourages more of these units to be set
up
 The ‘clean’ climate and air – which is a requisite for these units to function
 This sector not being intensive raw material dependant – most of the basics are sourced from
outside and the key activity of production takes place in the state
 The variety of flora and fauna in the state that can be leveraged upon for research in the sector
The state is already home to several industry giants like Lupin Pharma, Sun Pharmaceuticals, Jindal
Drugs, Emcure Pharmaceuticals amongst others. Most of these units are currently clubbed in the Bari
Brahmanna area in Jammu and industrial estates in Samba. But, this sector is making its inroads across
the state with several small and medium units also being on the anvil.
With Jammu and Kashmir offering a favourable climate for the cultivation of medicinal and aromatic
plants, the state government hopes to rope in investment to the tune of Rs. 1,500 crore for the
pharmaceutical sector.
The state also provides 25 percent of the total capital investment, 30 percent subsidy on the pollution
control equipments to the level of 20 lakhs and 100 percent subsidy on pre-investment studies and
preparation of feasibility reports to the level of 20 lakhs.
3.3. Construction
Construction sector in Jammu and Kashmir has grown to contribute to about 16.7 per cent to the state’s
domestic product. This has been driven by the enhanced activities in the road and bridges construction
across the state to improve the accessibility. As of 2011-12, the state had 567 bridges under
construction – with 244 in Kashmir region and 363 in Jammu region with an estimated cost of over Rs.
1,000 crore. Of these 567 bridges only 54 bridges have been completed as of 2011-12.
Road-ways are also being augmented in the state. A number of state-of-the-art tunnels are being dug
through the Pir Panjal ranges, among others, for easy roadways and a pioneering railway line both of
which will give easy access to the valley. Even as the railways are planning a 90-km-long network of
tunnels, the National Highways Authority of India (NHAI) has undertaken a project to upgrade the
present national highway (NH 44) stretch from Jammu to Srinagar into four lanes. The project includes
two major tunnels.
The proposed 43-km-long Udhampur-Ramban and 36-km-long Ramban-Banihal stretches are yet to start
work upon and hence these projects will also require skilled human resources.
3.4. Food processing
Food processing segment forms an important segment of the Indian economy in terms of its
contribution to GDP, employment and investment. As of 2012-13, it contributed as much as 9 to 10 per
cent of GDP in agriculture and manufacturing sector. In an emerging country like India, development of
68
food processing is contributing significantly towards tackling several developmental concerns. This is
where the State of Jammu and Kashmir also plays a significant role.
Jammu and Kashmir draws tremendous advantage due to its varied climate and soil type. As outlined
prior, the state is the producer of rich variety of fruits and vegetables. The state is the highest temperate
fruit producing state of India. The fruits and vegetables of the Jammu and Kashmir state are renowned
all over the world. The fruit industry is the second most important industry after tourism and thrust is
provided to the food processing sector.
The district-wise production of fruits and dry fruits echoes the above profile and also throws up
opportunities to commercially exploit these produce. In fact, currently only one per cent of this produce
is being commercially exploited. Aligned to the National Horticulture Mission to gainfully exploit the
fruits commercially translates to generation of direct and indirect employment.
Figure 26: District-wise production in 1000 MT – 2010-11

800
675
700
600
500
400
273
300 227
200 160 151
129 99
82 56
46
100 7 8 24 21 12 16 3 7 37 2 36 3 27 - 13 8 120.1 12 - 10 5 10 2 94 90.1 70.01 5 4 44
-
Total fruit production in 1000 MT Dry fruit production in 1000 MT
Source: Digest of Statistics 2010-11
In addition to processing, export of fruits has occupied a prominent place in trade of the State but it is
showing fluctuating trend over the years. The total quantity exported ending November 2012-13 is 7.21
lakh MTs, against 10.30 lakh MTs in the year 2011-12.
To boost the sector, several development initiatives are undertaken by the government also:
1. Centrally Sponsored Scheme viz Technology Mission for Integrated Development of Horticulture in
North Eastern region including Sikkim was approved with an outlay of Rs. 229.38 crore for the 9th Five
Year Plan period. The implementation of the scheme was extended to the States of Jammu and Kashmir,
Himachal Pradesh and Uttarakhand during the 10th Five Year plan with an additional outlay of Rs.
260.00 crore.
2. Post-Harvest Management (PHM): The horticulture crops like fruit, vegetables and flowers are
perishable in nature and require special attention in their harvesting, handling, packaging, storage and
processing operations. It is viewed by experts that 10% losses occur at field level, 5% during
transportation, 2% during packaging, 9% at storage and 4% at processing, aggregating to 30%. Keeping
in view wastages at various stages, the department is concentrating on development of post harvest
69
infrastructure like cold storage, pack houses and intensive training programme on PHM of horticulture
crops.
3. Plant protection machinery like sprayers and pumps being provided to growers at subsidized rates.
4. Fruits and vegetable mandies being set-up across the state to promote the sale of the fuits and
vegetables and give access to market to the farmers
5. Walnut processing thrust – Walnut Development Board formation has been proposed in the state to
boost the production of walnuts in the state. This board will also look into the aspects of walnut
processing.
With the multitude of opportunities coupled with the state’s thrust, food processing sector is on the
cusp of growth in Jammu and Kashmir.
3.5. Handloom and Handicraft
For the state of Jammu and Kashmir, handlooms and handicrafts are traditional skills that bring forth the
unique culture of the state. These products also have a special place in the market – both nationally and
internationally. Every district of the state has its own specific skill in this sector.
Brief description of key produce

 Papier Mache – built on adhesives, paint and paper this is one of the oldest skills in the Valley.
 Carpets – usually woven with a ‘Talim’ for guide, Kashmiri carpets knotted in silk reflect the
Persian roots
 Crewel embroidery – traditionally used to decorate homes as wall hangings
 Basketry – using the willow, the baskets are made
 Pashmina – the shawls from Ladakh are known for their unique texture
 Basholi – paintings from Kathua which are known for their different style
 Namdas – these are like small carpets but less expensive than carpets .They are made from
cotton or wool fibers. The fibers, which are manually pressed into shape , can be plain or
decorated by appliqué work
 Gabba rugs - Chain stiched rugs, Gabbas is made from old woollens on which different colored
cut out forms are secured with chain stitch. The edges and the field are covered with large
embroidery
This sector is both a traditional skill as well as manpower intensive. With the exports of handicrafts
growing, from 2008-09 to 2011-12, the need of the hour in this sector is to modernize it and up-skill the
artisans and weavers.
70
Figure 27: Handicrafts exports
1643.37
1200.47
1004.1
785
642 705 705.5 661.27
595
2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12

Source: Digest of Statistics 2010-11, Directorate of Economics and Statistics, J&K
Figure 28: Craft wise direct export of handicraft items, as of 2010-11, 100% = Rs.1,000 crore
4% 1%0%
8%
8% 41%
9%
30%
Carpet Woollen shawls Other handicraft goods

Crewel embroidery Chain-stitch goods Wood carving
Namda Fur & leather
Source: Digest of Statistics 2010-11, Directorate of Economics and Statistics, J&K
3.6. Healthcare
Enhanced healthcare facilities are the watch-word for any state that aims for equitable social
development. The state of Jammu and Kashmir is aiming to augment the healthcare services across the
state.
Nine districts of the State have been declared as backward districts for upgradation of healthcare
facilities. These districts will get focused attention of the government for augmenting infrastructure. For
this, 6500 new posts of medicos have been created under National Rural Health Mission (NRHM). There
are also steps to establish healthcare institutions in the hitherto uncovered areas. Recognising the tough
71
terrain and difficult living conditions, the central government has declared Doda and Kishtwar as high-
focus districts eligible for grant of special funding under health sector.
The state has made considerable progress in the field of medical education and healthcare. There are
two medical colleges, one in Jammu and the other in Srinagar. A full -fledged medical institute, Sher-i-
Kashmir Medical Institute, is functioning at Soura, in Srinagar. The institute has a 600-bed
complement and provides facilities for post-graduate medical education and medical research.
With this focus on the sector and the growing number of lifestyle diseases and healthcare challenges,
skills development and upgradation in this sector is a must.
3.7. Power
Power is one of the most important sectors which have great potential for HR development in the state.
Power Development in Jammu and Kashmir has a long and distinguished history. 9MW Mohra Hydro-
electric Plant, among the first of its kind in the subcontinent, was developed as early as 1905. The
estimated hydel potential is about 20,000 MW, out of which projects of about 16,200 MW capacities
have already been identified3.
With projects coming up across all districts in the state, there is a need to skill people in the power
domain. Though the projects in the state have their geographical spread across the state, there cannot
be one particular district from where the demand can be met. With the sector requiring speciality skills,
the human resources will be required from across the state to work across these projects and take the
potential to reality. The requisite infrastructure, curriculum and trainers need to be incubated in the
state to build the HR pipeline.
Another facet of this sector that has to be borne in mind is that power projects typically have gestation
time that need to be factored when planning the human resources. However, with the immense
potential that Jammu and Kashmir has in the power sector, human resource pipeline needs to be skilled
from today.
3.8. Trade, hotels and restaurants
The state of Jammu and Kashmir needs no introduction to this sector. Oft described as “Paradise on
Earth” – the state attracts tourists of all genres. The number of tourists’ arrival into the state has been
growing, as a trend. The state is home to several beautiful and iconic spots like the Dal Lake, Vaishno
Devi Temple, Amarnath Temple, Mughal Gardens, Gulmarg, Nubra Valley, Panang Lake amongst others.
In 2011-12, over 12,000,000 tourists have visited various spots in the state.
Figure 29: Tourist arrival in Jammu and Kashmir
3
Source: Jammu and Kashmir State Power Development Corporation Limited
72
178,750
2011-12 10,154,401
1,929,765
179,204
2010-11 10,115,232
1,948,432
76,055
2009-10 8,749,000
1,194,494
78,573
2008-09 8,235,064
974,669
72,000
2007-08 6,576,000
1,070,175
- 2,000,000 4,000,000 6,000,000 8,000,000 10,000,000 12,000,000
Ladakh Jammu Kashmir
Typically, the tourists who arrive into the state can be grouped principally according to the region in the
state.
Table 29: Region-wise tourism category
Region Tourist classification
Kashmir  Adventure tourism
 Ski tourism
Jammu  Religious tourism
 History tourism
Ladakh  Adventure tourism
 Religious tourism
In addition to these, rural tourism in the state is given a thrust by the government. About 29 projects
that cater towards development of rural tourism have been sanctioned by the state – as of 2011-12.
As an off-shoot of the tourism activity in the state, the trade, hotel and restaurants activity has
increased in the state. Typically, the tourists who frequent the state utilize these services, thereby
leading to the constant contribution to the state domestic product at about 7 per cent.
3.9. Textile and clothing
In addition to the usual avenues in textile and clothing, what has set this sector apart in this state are
the silk textiles. The state has a wide range of verities in silk textile designs. The weaves popularly known
as 'chinon' and 'crepe de chine' are some of the fine qualities produced from the silk yarn.
What sets the silk textile of Jammu and Kashmir apart is the Mulberry cocoon reared in the state of
Jammu and Kashmir is of superior quality. It yields a very fine fibre can be compared with the best in the
world.
73
The cocoon production recorded during the current financial year (2012-13) is 901 MT, against 917MT
during 2011-12, 16MT less over the previous year crop production mainly due to adverse weather
conditions during the time of rearing. The income generation to farmers, by way of sale of cocoons
during the current financial year (2012-13), is Rs. 1192.67 lakh against Rs. 963 lakh during 2011-12,
showing an increase of Rs. 229.67 lakh over the previous year income generation, constituting 24%
increase. This increase in cocoon prices has been due to the introduction of Hot Air drying facility of
scientific drying of silk cocoons and use of High silk yielding double hybrids in the field.
Another textile that is unique to the state is the tweed material woven in the state. It is considered to be
one of the best materials in the world. The raw material that is used in producing tweed is obtained
from outside Kashmir; however, Kashmiri tweed is woven using imported techniques and is of extremely
good quality. The production of tweed is a job undertaken by a majority of the people of Kashmir.
The need of the hour in this sector is to modernize it and also offer skills that link the traditional skill set
to what the market demands.
4. Clusters in Jammu and Kashmir

A cluster is defined as a concentration of enterprises producing same or similar products or strategic
services and is situated within a contiguous geographical area spanning over a few villages, a town or a
city and its surrounding areas in a district and face common opportunities and threats. Clusters usually
aid in better production and market linkage as most of the common challenges faced are collectively
sorted and hence the society as a whole (within the geographic boundary of the cluster) gets
amelioration.
Jammu and Kashmir is home to several industrial and artisan clusters.
Table 30: Industrial cluster distribution in J&K
District Location Product
Jammu Brahmanna Rice mills
Anantnag Anantnag Cricket bat
Anatnag Anantnag Mustard oil
Baramulla Baramulla Wood products
Jammu Jammu Oil mills
Jammu Jammu Steel re-rolling
Srinagar Srinagar Garments
Source: cluster observatory
In addition to the industrial clusters, there are 14 handloom clusters and 71 handicraft clusters in
Jammu and Kashmir. These are present across the state and are typically for sarees, shawls, baskets,
wall hangings, Papier Mache, wood work, cane and bamboo work, etc. The details of the artisans
clusters have been captured in the annexure.
74
5. Qualitative skill gaps

Based on our discussions with key stakeholders in all districts, we have identified skill gaps across the
high growth sectors, for the critical job roles. The district specific skill gaps, job-role wise are mentioned
in the respective district profiles. In this section, we are presenting a broad summary of skill gaps across
sectors, which are faced more or less across all districts. This section focuses mainly on qualitative skill
gaps.
Table 31: Key skill gaps – by sector

Sector Key job role Key skill gaps in Jammu and Kashmir
Cultivator /  Lack of awareness of the modern farming techniques
agricultural  Lack of awareness of the supplements
labourer  Lack awareness of the extension services
 No knowledge on the extent to which the primary
produce can be modified to increase the value
 Lack of knowledge on product diversification
Extension workers  Inability to guide the farm level workers on the
modern techniques
 Lack the basic qualification i.e. a degree in agriculture
hence not aware of the basics
 Inadequate knowledge on the cropping pattern that is
unique to the regions in the state – sowing usually is
from mid-April to May in Ladakh, etc. And, within this
time frame adequate measures have to be taken to
ensure good productivity
 Inability to prepare reports
Processing Inadequate ability to build on value addition:
entrepreneur  Processing capacity of existing units to be augmented
 Modernization of the facility required
 Product diversification to be taught
 Associated international and domestic standards to be
taught
Inadequate ability in the marketing arena:
 Less understanding on the market trends
Food processing
 Packaging and presentation skills
 Promotional package knowledge is minimal
Inadequate Managerial skills:
 Inability to form long term strategies
 Inability to skill the recruited new resources
 Foreseeing and creating appropriate infrastructural
facilities
Formulation  There is no particular formulation expert role in small
75
experts and medium food processing units in the state. The
entrepreneur himself decides the formulation himself.
Thus, there is both skill gap and person gap in this job
role.
Helpers /  Lack the discipline to come and put in the required
machinery hours of work. The gap here is more soft skills oriented
attendants  Casual in work, absenteeism, unwillingness to work,
etc. are observed
 Inadequate ability to work in multiple departments of
the factory as required
Auto servicing Auto/ motor  Inability to completely diagnose the problem
mechanic  Over dependence on heuristics to solve the problems
 Casual in work, absenteeism, unwillingness to work,
etc.
Sales executive  Limited selling skills, especially cross selling and up
selling
 Lack of communication skills
 Inadequate understanding of the banks products
Operations  Lack of knowledge of banking law and practice
executive  Insufficient Understanding of banking process
 In sufficient Know Your Customer (KYC )understanding
Banking, financial
 Inadequate computer knowledge
services and
Manager  Insufficient HR management skills
insurance
 Interpersonal relationship management
 Up selling of products
Insurance agent  Focussed more on selling product than understanding
customer need
 Insufficient interpersonal skills
 Inability to close the sales
 Less knowledge on the product structure
Supervisor  Inadequate project management skills and/or
insufficient ability to manage multiple contractor
 Inadequate orientation to develop and adhere to
safety norms at construction site.
 Lack of focus on quality coupled with low expertise
Construction
leading to substandard constructions
 Inadequate work ethics
 Inadequate job expertise
 The project manager may not always know the local
language creating barrier of communication.
76
 Lack of basic knowledge of handling machines (for
example: crane operators) used in construction
Workmen  Key skill gaps and shortage of quality workers are
observed at the minimally skilled and semi-skilled
levels
 Unwillingness to be part of sector
 Inadequate skill sets available for bar bending,
masonry, shuttering, façade building, carpentry etc.
 Absenteeism is observed
Handloom & Artisans  Inability to brand the product for its religious, cultural
Handicrafts and spiritual value
 Inability to reduce lead time in the production
 Inadequate understanding of modern designs to tap
current market
 Inability to connect to the actual market and heavy
reliance on middle-men
 Lack of knowledge on pricing strategies
Guides  Lack of motivation in local youth to work as guides
 Inability to optimize the routes and day plan, which
assumes importance in climatically sensitive location
like Leh, Amarnath, Vaishno Devi, Nubra Valley, etc
 Inability to administer first aid at times of need
 Inability to communicate in English language,
especially with the foreign tourists
Drivers  Inability to communicate, especially with the foreign
tourists
 Knowledge gap of handling first aid
Front office  Lack of motivation for the locals to be a part of the
Trade, hotels and
personnel hospitality sector – majority of the workforce currently
restaurants
is from outside the state
 IT skills are not upto the mark – difficulty in processing
and closing bills, vouchers, etc
 Lack of awareness on guest handling – not able to
appraise them on the situations
 Inability to communicate with guests
Manager  Inadequate customer handling skills
 Inadequate computer skills
 Inadequate communication skills
 In sufficient to work under pressure
 Lack of coordination skills
77
 Lack of supervision and motivation skills
Shop owners  Lack of skills in customer management
 Inability to display products well
 Inability to cross sell the retail goods
 Lack of proficiency in IT, which impacts especially
during billing
 Linguistic challenges
Textiles and clothing Weaver  Inadequate understanding of the current fashion
trends in the market especially at the designer levels
 Lack of knowledge of the latest machineries
 Inadequate understanding of operations
 Lack of co-ordination with the buyer leading to
wastages
 Inadequate understanding of safety and quality
standards
Transport, Storage Helper  Lack of awareness of health & safety standards
and Communication especially in the packaging process
 Inadequate knowledge of hygiene, safety and first aid
 Lack of knowledge of tax regimes, permit rules etc.
 Inadequate exposure to handle increasing tonnage and
higher capacity trucks
 Inadequate knowledge about material handling
equipments such as stackers, hydraulic or hand pallet
trucks, forklift trucks, jib cranes, etc.
 Inadequate adoption of IT enabled technology towards
operations
 Inadequate communication skills
 Inadequate practical as well as theoretical knowledge
of the major packaging processes
Production  Lack of knowledge on safety
manager  Inadequate knowledge on global industry cues

Lab in charge  Inability to evolve stringent QC practices
Chemicals and
 Person gap – as many lab in charge are not from the
pharmaceuticals
state but from outside
Operators  In sufficient knowledge chemicals and compounds
 Inadequate knowledge of safety standards
 Inadequate knowledge of plant discipline
78
6. Youth aspirations
As a part of the study, we held youth group discussions across the State to understand the youth
aspirations and to capture whether they are in line with the high growth sectors in the State. The same
has been captured in the Figures below.
Jammu Region
The figure shows that service sectors as well as IT / ITES rank the highest both on incremental demand
and youth aspirations. These sectors, however, do not have much potential in the region. But, they can
be developed for export of manpower outside the State. It can also be noticed that agriculture and allied
sector has very high employment potential, but ranks low on youth aspirations.
Figure 30: Skill development attractiveness – Jammu Region
Kashmir Region
Similar to Jammu region, in Kashmir region also, service sectors and IT / ITES can be developed for
export of skills. In addition, education and skill development sector can also be focused upon for skill
export.
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Figure 31: Skill development attractiveness – Kashmir Region
Ladakh Region
The Ladakh region shows that there is latent demand for food processing sector. This can be developed,
if proper impetus be given to the agriculture and allied sector. With value addition, agriculture and allied
sector can move from ‘low on youth aspiration’ quadrant to ‘high on youth aspiration’ quadrant.
Figure 32: Skill development attractiveness – Ladakh Region
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While the detailed youth group discussions have been presented in the respective district profiles, we
have captured some of the common themes in the figure below.
Figure 33: Youth aspirations – common themes across regions
The extent of youth aspirations across some common ideals also vary with regions in the State (refer to
the table below). For instance, entrepreneurial zeal is highest in Jammu and lowest in Ladakh, while
preference for Government jobs is highest in Ladakh and Kashmir, and not as high in Jammu. The youth
in Jammu aspire to migrate and their zeal for higher education is relatively low as compared to Kashmir
and Jammu.
Comparison of youth aspirations across common ideals
Theme/Region Jammu Kashmir Ladakh
Entrepreneurial Zeal
Migration
Zeal for Higher education
Government job preference
Demand for new courses
Source: IMaCS Analysis; Note: Shades from dark green to light green indicate high preference to low preference (shades in
between denote medium preference.
Dark green/high preference
Medium green/ Medium preference
Light green/Low preference
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7. Recommendations
The recommendations framework for the state of Jammu and Kashmir focuses on the principal themes
of skilling for local economic sectors and skilling for export of skills. These principal themes have been
explored across the Kashmir, Jammu and Ladakh regions. The role of four stakeholders in the skill space
– the Government, Industry, Private Training Providers and NSDC – has been articulated accordingly.
Figure 34: Recommendations framework – Jammu and Kashmir
Government
Jammu
NSDC
and Industry
Kashmir
Skill Space
Private
Training
Provider
Skilling for local

economy and for
export of skills
Jammu region Kashmir region Ladakh region
The critical point that needs to be borne in mind when analyzing the recommendations is that all the
proposed interventions for the stakeholders in the skilling space are all inter connected. The
development of one initiative leads to another and hence the overall amelioration of the skill ecosystem
in the state.
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8.1. Government
The role of government will be primarily that of a facilitator for skill development and to play the over-
arching role of ensuring that the initiatives put forth by the other stakeholders reach the objectives.
Currently all the relevant departments like the Department of Handicraft, Department of Handlooms,
Department of Animal Husbandry, Department of Tourism, Department of Employment, Department of
Technical education, etc. offer training but the need of the hour is to ensure that the training imparted
is market relevant as well as ensure that it reaches the grass root level. Thus, there are certain themes
across which the Government can act upon to enhance the skill climate in J&K, as given in the figure
below.
Figure 35: J&K Recommendation for Government – Themes
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Setting up institutions, systems and processes

The Jammu and Kashmir Government is already running the ‘Skill Development Mission’ constituted
under the Chief Minister of the State. As a part of the Mission, the Government has set a target of
developing skills of 9.1 lakh youth during the 12th Five Year Plan. During 2012-13, against a target of 1.1
lakh youth, 88,440 received training in sectors of micro and small scale industry, vocational and
technical education, agriculture, horticulture, information technology, animal, sheep husbandry and
tourism.
The Government has also started taking steps towards creating a labour market information system
(LMIS) with the intervention of Sher-i-Kashmir Employment and Welfare Programme for Youth. As a part
of the programme, it has created a database of unemployed youth in the State.
Building on the initiatives given above, the State needs to put in place more institutions, systems and
processes to take the skill development agenda to the next level. We recommend the following to
achieve the same:
Taking the State Skill Development Mission to the grass root level
As mentioned above, the State Skill Development Mission has been constituted. The need of the hour
now is to take the Mission to the next level, by taking it to the grass root level. The proposed
institutional structure is as follows:
 The State level Mission to be run under the Chairmanship of the Chief Minister
 State Skill Development Mission website to be created for dissemination of information. The
same website can host LMIS (detail given in section below)
 Region wise Skill Development Committees to be set up for all the three regions of Jammu,
Kashmir and Ladakh. The three regional committees can be headed by the joint directors of
Directorate of Employment and can report directly to the Chief Minister. Review meetings to be
held every quarter.
 District level skill development committees to be set up. The committees can be headed by the
deputy director employment of the district employment and counselling centres. The deputy
directors to report directly to the regional directors. Review to be done on a monthly basis.
 The district skill development committees can nominate skill development officers working
under them at the sub-district level.
 The skill development officers at the sub-district level to be responsible for coordinating with
members from local industry, academia, youth and local gram level Government institutions.
 The district level committees can have monthly meetings, in which skill related concerns can be
discussed. The same can be reported in a pre-decided format (to be fixed and circulated to all
the districts) and send it to the regional committees.
 The regional committees to analyse the skill needs of their respective districts and summarise it
in such a way that an action plan can be developed. The same can be sent to the State level skill
development committee for their perusal.
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 The above will ensure the bottoms-up approach towards skill development in the State. This will
raise the concerns of the people at the grass root level, for which effective policies can be
administered from top-down.
For effective and successful implementation of the Skill Development Mission, quarterly targets
need to be set and reviewed on a regular basis, so that corrective measures can be taken wherever
required.
State Skill Development Mission J&K LMIS
State Skill Development Committee The institutional structure  LMIS website to be created
feeding information into  Repository of information on
the State LMIS industries, job seekers and
Regional skill development committees academia
 Industry : posting job
requirements and providing
placements
District skill development committees
 Job seekers: Listing themselves
up as per skill levels
 Academia: List seating capacity
Sub-district skill development officers by trades
 LMIS to analyse data for policy
LMIS helping with decision
making at the State level
making in skill
Involvement of industry, academia,  LMIS to feed data in national
development committees
youth and local gram level SSCs for policy making at
govt institutions national level
Setting up of LMIS
Sector Skill Councils (SSCs) are being set up at the national level and among other duties, they are also
entrusted with the responsibility of creating sector wise LMIS at a national and regional level. The State
of J&K can put a mechanism in place which these SSCs can borrow. The mechanism can be in the form of
creating a grass root level database for documenting skills demand and supply. This will flow directly
from the State Skill Development Mission.
A Labour Management Information System (LMIS) is the systematic collection, analysis and
dissemination of information regarding the demand for and supply of labour. It is a crucial component of
the technical and vocational education and training. Where the system would make a real difference is
that is market (demand) driven and hence acts as an effective planning tool.
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Taking the cue from the regional and district skill development committees described above, the J&K
LMIS can be built in two phases. The following action plan can be followed for the development of the
same:
 The objective of the system should be to become a repository of information on industries, job
seekers and educational institutions in the State.
 The industry should be able to update its job requirements on the LMIS website (same as
website for State Skill Development Mission), while the youth should be able to apply for these
job opportunities. This can be achieved in assistance with the Department of Industry and
Commerce and Directorate of Employment.
 The job seekers should also be able to list themselves up for jobs. The listings can be done
according to educational qualifications (for formal sector) and skill sets (for informal sectors).
This can be done in assistance with the Directorate of Employment. To start with, the
Directorate can ensure that youth passing out from Government institutes, such as colleges, ITI,
polytechnics etc. are compulsorily registered on this website. Gradually, the system can be
expanded to include private educational institutions as well.
 The educational institutions should be able to list the number of seats available for different
courses. This can be done in assistance with the Department of Education.
Once all the above data is available on the website, the second phase of the programme can be
launched, wherein tools need to be built for analysis of this data for policy development and
implementation.
LMIS challenges/targets Strategies/Opportunities

Timeliness Root of successful LMIS is the timeliness of the development. Periodic –
quarterly – targets for development need to be defined by the regional
and state committees
Local scenario articulation Periodic interaction with local/district stakeholders to enable real time
updation of the demand supply gap
Awareness spreading Holding continuous awareness programmes about the system and
publicising it through use of media such as newspapers, radio and
television. Taking help from NGOs, SHGs and other grass root level
bodies to publicise the system at the micro level
Usage as planning tool In the long run, the LMIS becomes a tool that not only has real time
market information but also a planning tool that captures the various
macro factors that could affect the job scenario in each district. thus
within the next 3 years, the LMIS should be such a dynamic tool for J&K
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Thrust on creating skills and environment for entrepreneurship

Given the factor endowments and availability of human resources, the State presents ample
opportunities for entrepreneurship. The State Government is already focusing on creating self-
employment opportunities in the State as jobs in the Government sector have already been saturated
and avenues for private employment are restricted. Therefore, to generate a lasting solution to the
problem of educated unemployed youth, special self-employment schemes for creation of employment
opportunities have been started. These include Jammu & Kashmir State Self Employment Scheme
(JKSES), PMRY, GSSRY, SJSRY, KVIC, FSEUWS, Workshed-cum-housing and workshed for handicraft
artisans (WCHAWHA) & CPSHHS. These are run by various departments.
The Jammu and Kashmir Entrepreneurship Development Institute (J&K EDI) is already working in the
entrepreneurship development space in the state. Its agenda is to assist the Government in formulating
and implementing its policies for entrepreneurship development by helping the practicing and potential
entrepreneurs through a host of services like research, consultancy, information, training and education.
We recommend that J&K EDI collaborate with the Department of Employment at district level to identify
opportunities and ensure that the registered youth are given alternate avenues to explore. The
indicative list of opportunities for entrepreneurship for all the three regions is given in the table below.
We have split the opportunities in two categories:

 Opportunities for which natural flair exists: These are the opportunities which have existed
traditionally and the locals have an understanding of the same. Given the right set of
knowledge, funding and skills, it will be easier for them to pick these up quickly. Only facilitation
is required for taking these opportunities to the next level. For instance, cut flower trade has
become a Rs. 2-3 million business for a local in Budgam district (refer to case study in box
below).
 New opportunities: These are the ones which are new to the region and have been hitherto
unexplored. In addition to knowledge, funding and skills, the locals need orientation
programmes to understand these opportunities better. Therefore, counselling has to precede
the skilling programmes in such cases.
Table 32: Indicative list of opportunities for entrepreneurship

Region Indicative opportunities for entrepreneurship
Opportunities for which natural flair New opportunities (not explored
exists traditionally)
Jammu  Apparel making  Small scale manufacturing
 Processing (fruits, dry fruits, poultry  Servicing (auto, electrical, electronics,
etc.) etc.)
 Auto mechanic
 Bottling units
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Region Indicative opportunities for entrepreneurship

Opportunities for which natural flair New opportunities (not explored
exists traditionally)
Kashmir  Tourist and guide centres  Servicing (auto, electrical, electronics,
 Processing (fruits, dry fruits, poultry etc.)
etc.)  Chemical units
 Traditional craft based units  Bottling units
 Floriculture (especially exotic flowers)
Ladakh  Processing (fruits, dry fruits, poultry  Small scale manufacturing
etc.)  Bottling units
 Building construction – Ladakhi style
 Pashmina weaving
 Traditional craft based units
 Tourist centers
 Floriculture
CASE STUDY: Entrepreneurship in J&K
Ms. Rubeena Tabasum, hails from the village of Yarikalan in

Budgam district of J&K. With financial assistance from J&K Bank, aid
from EDI, J&K and technical knowledge from Department of
Agriculture - she ventured into cut-flower trade. Today, she owns 5
greenhouses and employs over a dozen workers with annual
turnover of about Rs. 2-3 million. She has also received award from
J&K Bank and grant from National Horticulture Mission.
Skilling the youth with special skilling initiatives

Paying capacity of the youth especially in the interiors has often been quoted as a barrier to
skill development. Thus, various schemes are being formulated both at the Central and State
level to help youth get training in the trades where skill gaps exist.
 STAR scheme being run at the Central level: Standard Training Assessment and Reward
(STAR) was announced by the Finance Minister in his budget speech of the year 2013.
It’s a National Skill Certification and Monetary Reward Scheme, which is expected to
benefit about 10 lakh people in its first year. The scheme provides monetary incentive
to voluntarily join an approved skill training course that is certified by the sector skill
councils (SSCs). The scheme is available at centres approved by Government of India and
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/ or NSDC and centres affiliated to SSCs. NSDC is the implementing agency for the
scheme. The scheme is currently being implemented through 9 Sector Skill Councils:-
o Automotive
o BFSI,
o Leather,
o Security,
o Health,
o Telecom,
o Gems and Jewellery,
o Rubber and
o Retail
 Skill voucher scheme at the State level: We recommend that the State can explore the
option of starting the skill voucher scheme to meet the target of providing skills to the
youth at the grass root level. Under a skill voucher system, skill vouchers are given to the
students, who can use them to take training for desired skills and the teaching agency is paid by
the Government only after the training and placement related parameters are met. This scheme
will reduce the burden of fees on the candidates and will help improve mobilisation in this
space.
o Concept
A skill voucher is an instrument given to an individual, which enables him to obtain training
from any training institute accredited with the provider of the voucher.
o Process
The most prevalent model for skill vouchers involves individuals:
 Obtaining vouchers from the Government
 Attending training courses of their choice at an empanelled institute, and
 Paying for the courses with the vouchers and a small contribution from their
own pocket (to establish the student’s commitment in the course, a nominal
amount of 10-20% is recommended)
 Once the training has been completed and certification / placement
requirements as required in the voucher terms are met, the training institutions
redeem the vouchers for cash.
o Evaluation criteria
Some of the parameters which define the success of the program include the following:
 Attendance of the students in the training program
 Successful completion of the evaluation exam held at the end of the training
program
 Successful placement of the candidates
 Increase in revenue and productivity of the employees of the companies, which
send their employees for such training etc.
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International experience with skill vouchers

Austria
In certain provinces of Austria, a voucher like mechanism known as the Upper Austrian
Bildungskonto was introduced to improve skills and qualifications of certain target groups such
as employees wanting to upgrade their skills, unemployed persons, women on maternity leave
etc. At the outset, the individual desirous of availing training services had to pay for the training
himself. Subject to such individual meeting certain pre-defined attendance or certification
criteria, the Government reimbursed all or part of the training costs. An evaluation of the
scheme has shown that the vouchers were successful in terms of stimulating demand for
training.
Kenya
The skill voucher system in Kenya is known as the Jua Kali Voucher Program. The vouchers were
targeted at employees of micro and small enterprises (MSE). The MSEs could purchase vouchers
which entitled them to get training for their owners or workers at 30 per cent of the value of
the voucher. The vouchers could be redeemed in order to obtain training from any of the
registered training providers. An important role was played by allocation agencies who were Jua
Kali associations, NGOs and other players in the MSE sector and facilitated implementation of
the scheme. The role of these allocation agencies was:
 To publicise the scheme amongst potential beneficiaries
 To assist MSEs in filling in the voucher applications
 To provide counsel to MSEs in selecting the most suitable and relevant type of training
In compensation of these services, the allocation agencies received 3% of the voucher value.
The pilot phase of the voucher scheme took place in the cities of Nairobi and Machakos and
covered the sectors of textiles, woodworking, metal working, motor vehicles mechanics and
food processing. A study of the pilot phase was carried out, whose main findings were:
 The MSEs in the control group saw the mean of their sales decrease by 2%, which could
be attributed to deteriorating economic situation, the MSEs which participated in the
training voucher program saw the mean of their sales increase by more than double.
The study showed that the beneficiaries performed better than the control group on
almost all variables.
 Positive impact was noted in the training providers in the form of increased incomes,
better networking, development of new training programs, and an increase in training
resources and staff.
Source: ‘The Case for Skill Vouchers in India – Stronger Than Ever’, cover story in ‘The Global Analyst’, April 2013

 Orientation (Pre departure training)
With many skilled youth as well as other professionals venturing out of the state looking for
opportunities in the service related and customer facing roles, the need for orientation training
becomes very important.
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The main objectives of the training should be to make the students have a seamless transition to the
new location where they will be exploring for opportunity. The orientation training thus will provide the
people with support to deal with the personal, professional and cultural challenges, which he/she would
face after they move from Jammu and Kashmir.
This training can be conducted by the established institutional set-up which would be having reach at
grass root level. Quarterly orientation courses can be conducted in clusters to sensitize the people.
Some of the indicative modules for the orientation training can be:
 Outlining the aims and objectives of the orientation training

 Understanding expectations when moving out
 Outlining the typical challenges
 Outlining the responsibilities when moving out
 Case studies on challenges and opportunities – how to manage them
 Mentoring approach – to have youth from same location outside acting as a mentor
 Communication modules
 Presentation skills brush-up
 Success stories coverage
The methods used during the orientation training should be based on non‐formal educational approach,
mostly based on workshops, discussions and presentations. Also, role plays and skits can be explored to
make the sessions interactive.
Focus on traditional skills

As discussed earlier in the report, handlooms and handicrafts are traditional skills that bring forth the
unique culture of the state. These products also have a special place in the market – both nationally and
internationally. Some of the unique crafts of the State include papier mache, carpets woven with Talims,
crewel embroidery, basketry, pashmina, basholi paintings, namda carpets, gabba rugs, etc (as shown in
the pictures below). The sector is also export intensive and thus has the potential for becoming a major
revenue earner. The need of the hour is to place special focus on the sector and make it lucrative for the
weavers and the artisans.
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Figure 36: Popular handloom and handicrafts of J&K

Papier Mache Kashmir carpets Crewel embroidery
Basholi painting Gabba rugs Thangka paintings
The State Government is already supporting the sector by way of its several training centres for
handloom and handicrafts. The Handloom Development Department is running 100 training centres to
impart training in various trades which include making of ready-made garments, handloom weaving,
Pashmina spinning and weaving, and Kani shawl weaving. Out of 100 training centers, 84 centers are
exclusively imparting training in making of ready-made garments and handloom weaving. Around 900
trainees are annually imparted technical skill in these centers. The department also has weavers
registered with it (300 in organised and 1500 in unorganised sector). The department helps these as
well as the registered cooperative societies by way of exhibitions and exposure visits.
There is also a centrally run scheme – the Integrated Handloom Project, under which comprehensive
training is provided to handloom weavers and workers in technical, managerial and cooperative
marketing skill to enable them to produce high value and diversified quality products keeping in view
the trend of the domestic and international markets.
For handicrafts, the Handicrafts Development Department is running 553 training centres, imparting
training to 8,500 trainees per annum. The 553 centres include 55 centres of Massive Carpet Scheme. As
a part of the training programmes, stipend is also provided to the trainees. This has helped increase
the response of the trainees towards the training programme and the trainees have shown higher
inclination towards handicraft activities. The Department also facilitates the following:
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 Selling of goods produced by the artisans as the part of the training programmes
 Providing the artisans a chance to sell their products directly to the customers in the exhibitions
being conducted by the department in and outside the State and also within the district
premises, etc.
As can be seen the Departments of Handloom and Handicraft have taken several commendable
initiatives to promote the sector. Our recommendations for the sector focus on taking the sector to the
next level by addressing the current gaps in training and marketing of products:
(A) Promoting innovation in the sector in collaboration with NIFT or other similar capable institutions:
The National Institute of Fashion Technology (NIFT) being a national institution has undertaken
major initiatives in cluster development of handicraft and handloom sector in rural areas towards
design development, technological up-gradation, and skill development in order to assist the
craftsmen in economic sustainability. The institute has undertaken such initiatives in various states.
The possibility of such initiatives can be explored for Jammu and Kashmir also. The Government of
J&K can explore the option of tying up with NIFT or other similar capable institutions for skill up-
gradation of its weavers and craftsmen. This will help provide an edge to the sector and help them
produce diversified products with innovative uses and improved quality.
The interventions by NIFT in J&K can take one of the following forms:
 Establishment of design studio under the Departments of Handloom and Handicraft: The design
studio will be responsible for providing professional service and support of all business needs
including trends, forecasts and market intelligence, innovation and product development as well
as training and knowledge dissemination. It can also help in identifying trade partners and
establishing market linkages. NIFT has set up such design studios in some of the other States
also. The design studio is a medium leading to holistic integration of the value chain.
 Alternatively, the State Government may explore the option of tying up with NIFT or other
capable institutions (even in private sector) for availing their consultancy services in the areas
of design innovation and product diversification. These external consultants can develop
innovative designs for the cooperative societies registered with the Departments of handloom
and handicraft and offer them training for choosing the right design and colours, keeping in
mind the target market.
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Initiatives taken by NIFT in the handloom and handicraft space

NIFT being a national institution has undertaken major initiatives in Cluster Development of
Handicraft & Handloom sectors in rural areas towards design development, technological
upgradation and skill development in order to assist the craftsmen in economic sustainability.
NIFT initiated cluster projects

 SGSY Cluster Development Project, Surendranagar
 Design Studio Project for craftspersons, Malpur
 Cluster Dev., Jewellery industry, Ahmedabad
 Cluster Dev., Jewellery industry, Rajkot
Design Development and skill upgradation projects
 Jute Product cluster, Songadh, Dist: Bhavnagar
 Design Development & Training: Mashroo Craft, Patan
 Design Development Training (Khadi Cluster)
 i) Mahua ii) Javaraj iii) Kothariya Iv) Patadi v) Katuda
 Design Development Training i) Leather Rexin ii) Coir article
 Design Development Training: Embroidery cluster
Tribal project
 Madhya Pradesh Cluster Projects
 Training for Tribal women: Tribal Dev. Department, Govt. of Gujarat
 Setting up Vocational Training Institute (VTI) for Tribal youth
Source: www.nift.ac.in
CASE STUDY: Development of Sualkuchi – the silk village of Assam – in association with NIFT
Sualkuchi – a block in the Kamrup district of Assam – is known as the ‘Manchester of the East’,
thanks to its silk production. It’s a handloom cluster, which became famous with help from NIFT.
The institute helped with the development of managerial capacity and upgrading the technical
skill of the weavers of self-help group in Sualkuchi. NIFT developed the Sualkuchi handloom
cluster in terms of various technological and skill up-gradation, establishment of R&D centres for
handloom, setting up of various common facility centres, product innovation, design
diversification and conversion of handloom materials into fashionable garments, setting up of
yarn bank and CAD centre and conducting of various training and exposure programmes for the
weaving artist of Sualkuchi region.
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(B) Marketing assistance for the sector

Handloom and handicraft items of Jammu & Kashmir are famous for their intricate hand-made designs.
However, in recent years, the sector has started facing competition from machine made products from
other places, which are being sold at cheaper prices in the name of hand-made materials and thus
ruining the market for genuine hand-made products. There is a dire need to associate brand value and
authenticity with the products, as well as for better modes of marketing. We recommend that this be
done by starting of a website for selling of J&K’s handloom and handicraft items. This can be initiated
under the aegis of the Department of Industry. The website can undertake the following functions:
 Providing a platform for the weavers and artisans to market and sell their products on-line
 Obtaining bulk orders, which can be passed on to the cooperative societies
 Providing an option on the website for customisation of orders with respect to colours, designs,
prints etc. Analysis of such orders will also help understand market demand
A similar initiative has been undertaken by the Government of Jharkhand, which has started an online
portal called www.buyjharcraft.com for selling of handloom and handicraft items manufactured in
Jharkhand (for details refer to box below). This model can be studied for its applicability in the State of
Jammu and Kashmir.
The Government can also explore the option of tying up with NSDC partners, who can provide the
following services:
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 Setting up retail outlets for selling of handloom and handicraft products of the State
 To organise arts and crafts cluster by forming cooperatives
 To provide inputs / training to artisans through cooperatives in various areas such as design,
manufacturing and management
CASE STUDY: Online portal of Jharcraft
www.buyjharcraft.com is the online shopping portal of Jharkhand Silk, Textile and Handicraft
Development Corporation (JHARCRAFT), a Government of Jharkhand undertaking, under the Industry
Department. JHARCRAFT has been established to provide support in design, training,
entrepreneurship development, marketing and procurement of raw materials. Its website helps
customers purchase from Jharcraft and have them delivered within India. The Jharcraft online store
also has its page on social networking sites – Facebook and Twitter.
The core strength of Jharcraft is the designers because design input is required in each and every
step of working cycle. At present it has eight designers from NIFT and NID. Also 12 designers from
NIFT and NID are carrying out their Graduation project.
Source: www.buyjharcraft.com
(C) UNESCO’s seal of excellence

The Award of Excellence for Handicrafts (formerly known as Seal of Excellence for Handicrafts) of
Southeast Asia was jointly established by UNESCO and the ASEAN Handicraft Promotion and
Development Association (AHPADA) in 2000, in order to establish quality standards and to enhance
international awareness of handicrafts from the 10 ASEAN countries (now also expanded to Central,
South and East Asia, and also in countries across Latin America, the Caribbean and West Africa.). Crafts
Council of India (CCI) had approached UNESCO in 2003 requesting assistance in replicating the award
programme in South Asia. Since then entries from India have also been sent for the same. The award is
granted every two years. The last one was held in 2012. The next round will take place in 2014.
The Government of J&K can help create awareness about the award in the artisans and facilitate
sending of their entries to UNESCO. The entries can be sent directly to UNESCO or can also be routed
through the CCI.
Process
Producers of handicraft products and product lines from participating countries are invited and
encouraged to submit their highest quality items for consideration. The Award is open to: individual
craft producers, community groups, cooperatives, designers and other craft organizations that produce
commercial handmade product lines, and are capable of maintaining adequate stock levels to fulfill
orders.
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Evaluation
The evaluation takes place in September each second year. Products that meet standards receive the
"Award of Excellence for Handicrafts." A product that is granted the “Award of Excellence” meets the
highest level of craft excellence and is distinguished as a benchmark for craft production. An
international panel of experts, nominated by UNESCO evaluates submissions.
Benefits
 The Award serves as a quality-control mechanism and as a marketing device that guarantees
the quality of handmade, traditional and innovative craft products. The Award is therefore not
an award given for the most outstanding piece, but a ‘stamp of approval’ which certifies that a
handicraft product or product line meets the highest standards of quality and has been
produced with careful regard to cultural authenticity and environmental conservation.
 Certificate of excellence: Each product recognized with the UNESCO Award is given a certificate.
The certificate can be used as a promotional tool (for a specific product or product line only) to
attest the quality and authenticity of a product.
 Training and capacity building: UNESCO assists national and sub-regional partners in organizing
workshops on product assessment, design and promotion for the producers of awarded
products and programme applicants.
 Trade fairs and exhibitions: Producers have the opportunity to display the awarded product at
annual exhibitions and fairs and will receive guidance about participating in international trade
fairs.
 Communication and promotion: Producers benefit from the communication and promotion
campaign coordinated by UNESCO and its partners. Promotional materials, such as brochures
and catalogues, will enhance the product visibility and acknowledgment.
 Website: All awarded products, together with producers’ information data, are listed on the
UNESCO Bangkok website so that interested persons can directly communicate with producers.
 Intellectual property and copyrights: Producers of awarded handicrafts are sensitized on the
benefits of registering their products under intellectual property rights regimes.
Recognise skills in informal sector

Many workers in the informal sectors are classified as minimally skilled due to their low qualification
(below Xth pass in most cases). However, once they are on-the-job, they tend to acquire skills simply
through experience. However, there is no certification which is provided for such skills acquired. At most
times, the workers are not even aware of the career progression for their own sector and have no clue
about how to progress. When these workers move from one unit to another, they don’t even have no
proof of the skills acquired. Thus, there is a need to recognise such skills also, for the benefit of the
workers in the informal sector. And there is also a need to educate the workers about the possible
career progression for them.
The above can be facilitated by the State Government through SSCs which have been set up at the
national level. One of the functions of the SSCs is to play the role of assessment and certification
97
institution, for providing credible industry supported certifications to employees (and even trainers).
SSCs are responsible for setting up certification levels for each competency standard. For instance, the
Gems & Jewellery Sector Skill Council is expected to provide certification to about 1.8 million learners /
workforce by 2020, while the target for agriculture SSC is 56.5 million. The State Government can align
with various SSCs for certification of its workforce, especially for those working in the informal sector.
CASE STUDY: Certification for construction workers by Construction Skill Development Council of
India
Construction Skill Development Council of India is promoted by Construction Federation of India
(CFI), Builders' Association of India (BAI), National Highways Builders Federation (NHBF) and
Confederation of Real Estate Developers Association of India (CREDAI).
The Council has so far developed qualification packs for the following category of construction
workers:
 Assistant Construction Laboratory Technician
 Assistant scaffolder
 Helper bar bender and fixer
 Helper carpenter – shuttering and scaffolding
 Helper construction laboratory technician
 Helper mason
For all the above roles, it envisages that training be imparted so as to on completion candidate is
capable to qualify for test and certification by authorised agency for knowledge and skill as per
(National Occupational Standards) NOS for different levels. Training periods vary from role to role.
Source: www.nscsindia.org
The SSCs can also help educate workers about career progression. For instance, career progression of
the construction sector is presented in the pyramid below, which shows how knowledge and skills
acquired change as a person moves up the pyramid and how much experience is required to do the
same.
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Figure 37: Construction industry career path
Source: www.csdcindia.org
Note: K stands for knowledge and S stands for skill. NSQF = National Skill Qualification Framework
Incentivising training in high growth and emerging sectors

There exist certain sectors which are not viable from the perspective of private training providers but
are still critical to the growth and livelihood of the people employed in that sector. The social impact of
training and up-skilling within such sectors is huge and hence it becomes necessary to incentivize the
private training providers further to provide training in the said sectors or the Government itself would
have to step in to build the necessary educational infrastructure. Some of the incentives, feasibility of
which can be explored for the State are as follows:
 Subsidising the fee of the students, by covering a part of the cost of training
 Providing the infrastructure of the Government educational institutions (schools, colleges, ITI
etc.) in second (or even third) shift to private training providers for holding classes. This will save
them the cost of setting up building and infrastructure.
 Assisting the training providers by way of providing seed capital etc.
Some of the sectors where incentives need to be provided for training are outlined in the table below.
Table 33: High growth sectors where Government incentives are required for private training
Sectors Districts Courses
Agriculture & allied All districts Horticulture, floriculture, pest management,
modern techniques of farming, crop rotation,
organic farming, animal husbandry (both cattle
and poultry), dairy farming, dairy technology,
bee keeping (both native and exotic species),
cold storage and warehousing etc.
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Sectors Districts Courses

Building & construction All districts Project management, safety management,
labour laws, plumbing, painting, welding,
wireman, electrician, masonry, carpentry, bar
bending, surveying, geology, hydrology,
hydraulics, electrical etc.
Handlooms and Srinagar, Budgam, Leh, Designs using computers, modern colour
Handicrafts Kargil, Anantnag, Pulwama, schemes, usage of modern equipment such as
Ganderbal, Baramulla, modern carpet weaving loom, finishing skills,
Shopian, Kulgam, pricing strategies, promotion and marketing,
Bandipora, Kupwara value addition processes, creative use of raw
materials, product development and
diversification, R&D, cost, quality and time
management etc.
Food processing Anantnag, Baramulla, Modern technologies and processes of food
(especially small scale, Shopian, Kulgam, Kupwara processing, machine maintenance, material
wherein cultivators can handling, packaging and finishing, marketing,
learn processing of their warehouse management, supply chain
local produce) management
Creation of additional capacity

As discussed earlier in the report, NSDC has set up sector skill councils (SSCs) at the national level. One
of the functions assigned to the SSCs is to also create National Occupational Standards (NOS) for
different job roles in each of the sectors. The SSCs have already initiated this process. While some have
already published information on the job roles for the respective sectors, the others are in the process
of doing so. Based on the available work done by the SSCs, we have mapped the job roles and courses
offered by Government ITIs in J&K versus the job roles outlined by the SSCs for different sectors. We
have mapped the courses for those sectors which are considered high growth and emerging for Jammu
and Kashmir. These are stated in the table below.
The table gives insight into trades which are not currently covered and where opportunity exists. For
instance, for the construction sector, the courses which currently exist in Government ITIs J&K are
mason, carpenter, electrician, plumber, fitter, painter, mechanics and technicians. However, some of
the courses that do not exist and where opportunity exists are bar bender and steel fixer, scaffolder,
fabrication, surveyor, machine / construction equipment operator, and foreman.
Table 34: Mapping of job roles outlined by select SSCs – comparison with courses existing in Government ITIs in J&K
Sector Key job roles Course available (√ / X)
Building, Construction Masons √
industry and Real Bar Bender & Steel Fixer X
Estate System Shuttering carpenter √ (general carpenter only,
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not system shuttering)
Scaffolder X
Fabrication X
Electrician √
Plumber & fitter √
Painter √
Surveyor X
Machine / construction equipment operators X
Foreman X
Mechanics & technicians √

Transportation and Logistics
Transportation,
√ (driver cum mechanic
Logistics, Warehousing
Commercial Vehicle Driver course available)
and Packaging
Driving Assistant X
Driving Assistant X
Freight Operator X
Freight Operator X
Forklift operator X
√ (driver cum mechanic
Taxi Driver course available)
Warehousing and Packaging
Warehouse executive X
Cold storage operator X
Stores Manager / Executive X
Packing executive X
Loader X
Parts picker X
Textile and Clothing Blow room operator X
Carding operator X
Comber X
Draw Frame operator X
Spinning & Winding operator X
Doubling operator X
Food Processing Cutter X
Preservation and Packaging executive √
Dry produce storage X
Grader X
Quality inspector X
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√ (agriculture related
courses not available,
dairying, horticulture,
floriculture and
Crop Management Food grain , Cash crop, High landscaping available
Agriculture and allied Value Agriculture, Allied activities, Agri input under allied)
Service Level :- Washer X
Auto servicing
Auto service technician X
Auto service technician - 2 & 3 wheeler X
Auto body technician X
Electrician √
Auto Engine repair √
Service advisor X
Spare parts technician X
Auto paint shop assistant X
Accessories and VAS Sales X
Sales consultant - Auto finance X
Sales officer - Auto insurance X
Spare parts operations executive X
Customer relations executive X
Tourism, Travel, Tourist Guides and Cab drivers √
Hospitality & Trade Travel desk executive X
Ticketing executive X
Tour operator X
Front office assistant √
Supervisor √
Bell boys X
Housekeeping executives √
Room attenders X
Restaurant Manager X
Waiters X
Service staff X
Source: Information drawn from respective SSC websites for job roles and Directorate of Technical Education for ITI related
information, and IMaCS analysis.
Note: Information has been provided for only those sectors which are considered high growth or emerging for J&K. However, for
some of those sectors, NOS are yet to be developed and thus the information is not yet available.
In addition to the above based on the IMaCS team primary survey as well as the analyzed high growth
sectors across the state, the following courses may be phased out to build the pipeline of human
resources as they lead to more supplementary skills development.
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 Creche management
 Cutting and sewing
 Data entry operator
 Desk top publishing
 Domestic house keeping
 Pre-preparatory school
 Secretarial practice
 Stenography
These courses can be offered at high school level or at lean shifts in the ITIs. The important fact that has
to be borne is that the ITI infrastructure needs to be more towards building skills that are required for
the growth sectors. As articulated before the the courses can be rationalized in conjecture with the SSCs
– which will lead to the content and curriculum as well as the infrastructure being up-to date.
8.2. Industry
As discussed earlier in the report, the State of Jammu and Kashmir has begun to make in-roads into
industrialisation in recent years. As industry gains a strong foothold in the State, private sector initiatives
will automatically lead to skill acquisition. However, the present scenario demands certain interventions
from industry to make skill development a success in the State. Considering this in mind, we have the
following recommendations for the industry:
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Support State Skill Development Mission

As outlined earlier in the report, the State has spearheaded a Skill Development Mission. In our
recommendations for the Government, we have envisaged that the Mission be taken up to the grass
root level. However, the same cannot be achieved without support from industry. The industry will have
to take the following steps for effective implementation of the programme:
 Once the J&K LMIS website comes into place, start posting its job requirements on the same.
The industry can collaborate with the Department of Industry and Commerce to achieve this.
 The industry can provide employment opportunities to the youth registered on the J&K LMIS
website.
 Based on the industry requirements and the skill set available on the website, the industry can
communicate the skill gaps faced to the district level skill development committees, which can
further bring it to the notice of Regional Skill Development Committees, who can take it up at
the State level, for remedial action.
Interface with VTPs for enhanced industry exposure and placements

Most of the big corporate houses have their in-house training programs, for which, they usually lay
down equipment, bring trainers from outside (or even internally) and spend a lot of time in training their
human resources. The same can be achieved in a cost effective manner through collaboration with VTPs:
 VTPs are already spending / have already spent money in setting up training infrastructure and
bringing in expert trainers. This infrastructure and expertise can be leveraged by the industry
players for training of their workforce. For getting in touch with the VTPs, industrial players can
get in touch with the Directorate of Technical Education, with whom the VTPs in the State are
registered under the Skill Development Initiative.
 The industrial players can also tie up with VTPs for hiring fresh workforce. The industry-VTP
collaboration can take form of industry helping the VTPs in setting up of course curriculum
(hence making it demand driven) and helping in placement of successful candidates.
Cluster level training initiatives

The State of Jammu and Kashmir is home to several industrial and artisan clusters. These include rice
mills, cricket bats, wood products etc. In addition, there are 14 handloom clusters and 71 handicraft
clusters. These are present across the state and are typically for sarees, shawls, baskets, wall hangings,
Papier Mache, wood work, cane and bamboo work, etc. One of the common problems faced across
clusters is with relation to skill sets especially in the design and quality testing areas. We recommend
that advanced training centres be set up in industrial clusters as well as handloom and handicraft
clusters. The following model can be used for the same:
 The training centre can be set up in collaboration with the Department of Industry and
Commerce and can have participation from units located within the cluster.
 The training centre can promote intra-cluster cooperation:
o Identification of master craftsmen and master weavers
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o Master craftsmen and master weavers to become chief trainers (responsibilities to be

shouldered in rotation, so that the work-load is shared)
o Chief trainers thus identified to train other existing craftsmen and weavers in the
existing clusters
 For advanced and new designs and processes (such as improvisation, R&D, use of new
technology etc.), expert trainers to be invited from outside the cluster / district / State. The
same can pass on the training to chief trainers, who can then pass it on to the other weavers
and artisans in the clusters.
 Clusters to join hands with retail outlets across the State and outside the State:
o To gauge market requirements and thus making their production and skilling efforts
market oriented
o To sell and market their products through retail partners
o Retail partners can also issue experience certificates to weavers and artisans as a form
of recognition
Support SSCs at national level

At the national level, National Skill Development Corporation (NSDC) has taken over the mandate of
facilitating sector skill councils (SSCs). These are set up with the objective to complement the existing
vocational education system for the industry in meeting the entire value chain’s requirements of
appropriately trained manpower in quantity and quality across all levels on a sustained and evolving
basis. Thus, the SSC of every industry must have the active support of all major players of that sector, in
order to be successful in its role.
Given this context, it’s imperative that industry in J&K also assist the SSCs set up by NSDC, in meeting
their set objectives. The industry in J&K can help with the following SSCs:
 Security knowledge and skill development council
 Healthcare sector skill council
 Gems & jewellery skill council of India
 BFSI sector skill council of India
 Food industry capacity and skill initiative
 Agriculture skill council of India
 Logistics sector skill council
 Construction skill development council of India
 Apparel, made-ups and home furnishings sector skill council
 Textile and handloom sector skill council
8.3. Private Training Providers
The State of J&K presents many opportunities for private training providers. An indicative list of courses
which can be offered in the State, along with the districts where these can be offered are given in the
table below. Detailed sector wise and course wise opportunities available in the districts for training
105
providers are mentioned in the respective district profiles. For training programs to be successful, the
training providers have to link training with outcome in terms of learning as well as placement. Also,
given the economic conditions of the people, affordability across all economic levels has to be another
key parameter.
Table 35: Indicative list of training programs for private training providers
Sectors Courses Focus districts
Trade, hotels and Tourist facilitators, route and time Srinagar, Jammu, Leh, Anantnag,
restaurants optimisation across tourist spots, front desk Pulwama, Budgam, Baramulla,
management, cookery, housekeeping, Kulgam, Bandipora, Kupwara,
kitchen and restaurant management, Poonch, Rajori, Udampura,
customer management, soft skills, English Kathua, Samba, Reasi, Doda
language training, basic computer course,
trekking experts, adventure sports experts,
experts in experiential games like Bunjee
jumping etc.
Transport, storage Driving and maintenance of commercial All districts
and communication vehicles, road taxes across various
geographies, road safety norms, first aid,
material handling, cold storage management,
documentation in logistics and warehousing,
routing and fleet optimisation, inventory
optimisation, 3PL, 4PL and 5PL management
etc.
BFSI Training on banking and insurance products, All districts (mainly Srinagar and
personality development training with Jammu)
specific focus on communication skills for
sales, basic training for computer operations,
financial management and business
operations as well as banking software etc.
Handicraft and Designs using computers, modern colour Srinagar, Budgam, Leh, Kargil,
handlooms schemes, usage of modern equipment such Anantnag, Pulwama, Ganderbal,
as modern carpet weaving loom, finishing Baramulla, Shopian, Kulgam,
skills, pricing strategies, promotion and Bandipora, Kupwara
marketing, value addition processes, creative
use of raw materials, product development
and diversification, R&D, cost, quality and
time management etc.
Education and skill Advanced teacher training for courses All districts
development outlined in other sectors
Building & Project management, safety management, All districts
construction and labour laws, plumbing, painting, welding,
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Sectors Courses Focus districts

Power wireman, electrician, masonry, carpentry, bar
bending, surveying, geology, hydrology,
hydraulics, electrical, transmission and
distribution systems, Hydel engineering,
maintainence, etc.
Auto servicing Customer management, pre and post Jammu, Srinagar, Anantnag,
servicing offerings, technical training, Budgam, Baramulla, Kulgam,
understanding of latest technologies, Bandipora, Kupwara, Kathua,
understanding of vehicle assembly, criticality Samba, Reasi
of auto parts, critical assembly specifications
Healthcare Services Critical care nursing, lab technician, medical
Srinagar, Anantnag, Pulwama,
equipment maintenance, laboratory
Ganderbal, Budgam, Baramulla,
operations, analysis and equipment related Bandipora, Kupwara, Jammu,
Poonch, Rajori, Udampur,
Kathua, Doda
Chemicals and Safety and health standards, IPR and its Jammu, Samba, Srinagar,
pharmaceuticals implications, quality management, Budgam, Udampur, Reasi
environmental issues etc.
Food Processing Modern technologies and processes of food Anantnag, Baramulla, Shopian,
processing, machine maintenance, material Kulgam, Kupwara
handling, packaging and finishing, marketing,
warehouse management, supply chain
management,
Textile and Clothing Use of design software (such as Ned graphics, Srinagar, Jammu, Kathua
jacqCAD master etc.), sampling the colour
effects, higher order skills like jardosi,
appliqué and akoba, stitching, finishing,
sampling, pattern making, etc.
Unorganised Technical skills pertaining to computer All districts
(computer software and hardware, mobile phones of
technician, mobile different makes and models, TV sets of
phone technician, different makes and models etc.
TV mechanic etc.)
8.4. NSDC
As a part of the study, we have identified sectors wherein NSDC can intervene in the State, either by way
of funding the private training institutes or through its Sector Skill Councils (SSCs). The sectors where
NSDC can intervene have been divided into high-priority, medium-priority and low-priority, depending
107
on their employment generation potential in the next 10 years. The same has been presented in the
table below.
Table 36: Sectors where NSDC intervention is required in Jammu and Kashmir
Sector Focus districts
High priority
Agriculture and allied All districts
Trade, hotels and restaurants Srinagar, Jammu, Leh, Anantnag, Pulwama,
Budgam, Baramulla, Kulgam, Bandipora, Kupwara,
Poonch, Rajori, Udampura, Kathua, Samba, Reasi,
Doda
Other manufacturing Jammu, Kathua, Samba, Srinagar, Anantnag, Leh,
Udampur, Reasi
Transport, storage and communication All districts
Banking and insurance All districts (mainly Srinagar and Jammu)
Medium priority
Handicrafts and handlooms Srinagar, Budgam, Leh, Kargil, Anantnag, Pulwama,
Ganderbal, Baramulla, Shopian, Kulgam,
Bandipora, Kupwara
Education and skill development All districts
Construction and power All districts
Auto servicing Jammu, Srinagar, Anantnag, Budgam, Baramulla,
Kulgam, Bandipora, Kupwara, Kathua, Samba,
Reasi
Healthcare Srinagar, Anantnag, Pulwama, Ganderbal, Budgam,
Baramulla, Bandipora, Kupwara, Jammu, Poonch,
Rajori, Udampur, Kathua, Doda
Low priority
Unorganised (computer technician, mobile phone All districts
technician, TV mechanic etc.)
Chemicals and pharmaceuticals Jammu, Samba, Srinagar, Budgam, Udampur, Reasi
Gems & jewellery Srinagar, Baramulla, Jammu, Kathua
Food processing Anantnag, Baramulla, Shopian, Kulgam, Kupwara
Textiles Srinagar, Jammu, Kathua
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8. District Reports
109
8.1. Anantnag
1. Introduction
District Anantnag is located in the southern sector of Jehlum Valley. The district headquarters is
Anantnag city which is at a distance of 55 Kms from Srinagar. It is bounded by Ganderbal district on the
North, Srinagar and Pulwama districts on North-West,Kulgam district on West, Doda district on its
South, Kishtwar district on the East and Kargil district on the North-East.
Its entire southern sector and major part of the eastern region is strewn with thick forests and
mountains. Of all the districts of the state, Anantnag claims the largest number of streams (Nallas) like
Sandran, Brengi, Arpath and Lidder. The most important among these is Lidder which takes off from
Sheshnag Lake and irrigates maximum area of the district.
Anantnag district comprises of six Tehsils viz Anantnag, Bijbehara, Dooru, Shangus, Kokernag, and
Pahalgam. The district consists of eightCD blocks viz Achabal, Breng, Dachnipora, Khoveripora,
Qazigund, Shangus, Shahabad and Qaimoh (partly).
As of 2011, it was the third most populous district of Jammu and Kashmir (out of 22), after Jammu and
Srinagar.
Table 37: Comparison of Anantnag district with Jammu & Kashmir – key indicators
Indicator Year Anantnag Jammu & Kashmir
Area, in sq.km. 2011 2917 222236
Percentage share in State geographical area, 1.31%
2011 100%
percent
No. of sub-districts 2011 6 312
No. of inhabited villages 2001 334 97941
No. of households 2011 153640 25757640
Forest area as a percent of total geographical
2011 68.92% 6.86%
area
Source: District Statistical Handbook2011-12Anantnag, Census 2001, Census 2011
2. Socio-economic profile
In this section, we have analyzed the socio-economic profile of the district and made a few comparisons
with the State average as well. The key sub-sections are demography, economy and status of education.
2.1. Demography
As per the census 2011, the total population in Anantnag district increased from 7.78 lakh in 2001 to
10.70 lakh persons in 2011. The relative population pressure (302 per sq. km.), sex ratio and work
110
participation rate are higher whilethe level of urbanization and level of literacy rate are lower than the
state.

Indicator Year Anantnag Jammu & Kashmir
Population, No. 2011 1,070,144 12,541,302
Decadal growth rate of population, percent 2001-11 38.58% 23.64%
District’s share in State’s population, percent 2011 8.60% 100%
Urban population as a percentage of total 26.23 %
2011 27.4%
population, percent
SC population, percent 2011 0.2% 7.4%
ST population, percent 2001 10.8% 11.9%
Sex ratio, No. of females per 1000 males 2011 927 889
Population density, per sq. km. 2011 302 56
Literacy rate, percent 2011 50.6% 56.4 %
Main workers, No. 2001 176800 2644149
Marginal workers, No. 2001 212884 1678564
Working age population* as a percentage of
2011 N/A 56%
total population, percent
Work participation rate^, percent 2001 36.1% 34.5%
*Working age population is the population in the age-group of 15 to 59 years. ^ Work participation rate is defined as the
percentage of total workers (main and marginal workers) to total population.
Source: Census 2001, Census 2011
As per census 2011, the district has a total workforce of 3.89 lakh persons. Of this, 36 per cent are
cultivators, 20 per cent are agricultural labourers, 4 per cent are workers in household industry and 40
per cent are other workers.
2.2. Economy
As of 2012-13, the district has an estimated GDDP at current prices of Rs.6,828 crore (IMaCS estimates).
The GDDP at constant prices is estimated to have increased at four per cent per annum. The estimated
per capita income for the same period is Rs.61,500 per person per annum.
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Figure 38: Estimated GDDP of Anantnag district, at current prices, in Rs. Crore
8,000
6,828
7,000
5,919
6,000 5,111
5,000
4,000 3,342
3,000
2,000
1,000
-
2009-10 2010-11 2011-12 2012-13
Source: 2009 data available from Economic Survey of J&K 2012, Remaining years are IMaCS estimates.
Agriculture and allied sector: A vital component of primary sector, Agriculture occupies dominant
position in the district in terms of dependence for livelihood and employment. Of the total reporting
area of 72149 hectares in the district, 66.3 per cent is the net sown area (cultivated land). 64.77percent
of the Net area sown is irrigated by rivers, streams and canals. Paddy, Maize, fruits, vegetables, Spices;
Pulses, Oil Seeds and Fodder are the main crops in the district. In 2011-12, there are 22 agriculture
societies in the district with total enrolment of 38200 members.
Table 39: Crops grown in Anantnag district

Crop Area covered (in Hect.)
Paddy 25147
Maize 12279
Pulses 1289
Total Food Grains 38715
Fruits 7374
Vegetables 2408
Spices / Other Food Crops 51
Total Food Crops 31
Oil Seeds 16329
Fodder 6160
Other Non-Food 364
Source: District Statistical Handbook, Anantnag
Horticulture has assumed greater significance in the district and makes handsome contribution to the
local economy.As on 2011-12, district administration established nine nurseries for distribution of
quality plants to orchardists. In total 31.65 hectares area was under fruit plantation from where district
exported 3.25 lac boxes of fresh fruits and 4.27 lac Qtl. dry fruit in 2011-12. The major fruits grown in
the district are Apple, Walnut, Almond, Pear and Apricot.
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Another sizable contribution comes from Livestock rearing which is the subsidiary occupation for village
folk in general and the migratory population in particular. The total live stock population as per live
stock census 2007 was 8.35 lakh numbers including that of poultry which had 3.88 lakh birds. In the
same period there were, on an average 7 livestock per household in the district. With the help of
artificial insemination district animal husbandry department is converting the local livestock into high
yielding population. Because of this annual production of milk, egg, wool and mutton in the district has
increased over the years. Production of milk, mutton and wool in 2011-12 was 181.58 thousand tons,
11.88 lac kgs and 3.79 lac kgs.4
Sericulture, Apiculture and Mushroom production are other important vocations under primary sector
which provide employment to a good number of unemployed youth. Currently district has 13 sericulture
nurseries covering an area of 660 kanals. This sector contributed Rs. 62.76 lacs to the GDDP in 2011-12.
Apiculture production was 562 Qtl in private sector and 0.60 Qtl in government sector thus contributing
84.48 Lacs to the GDDP. Likewise overall Mushroom production was 0.83 Qtls in government sector and
25 Qtl in private sector in the district in 2011-12.
Besides this, because of abundant water resources, Fisheries are not only generating revenue but also
provides employment to large chunk of population. Owing to its rich sources of fish, the district is also
called ‘Angle’s paradise’. Fish culture is being developed in the streams like Lidder, Brengi, Arapath and
in springs like Kokernag, Achabal, Panzath Nag and Verinag. There is one hatching farm established with
‘Danish collaboration’ at Kokernag to boost the Rainbow trout production. In 2011-12, 0.37 lac kgs fish
was caught which revenue realization of Rs. 95.29 lacs.
The training programs conducted in the district by the Agriculture and its allied departments are divided
into three sub categories:
 Technical Training Program: Scientists from KVKs and Agriculture University of Kashmir conduct
short term refresher courses for trainers in agriculture as well as in its allied activities like
Horticulture, Floriculture, Animal Husbandry, etc.
 Awareness camps: The awareness camps takes place at two levels viz.district level and
provincial level. The district level awareness camps is for all the farmers of the district while the
provincial level awareness camps is for few major farmers from each district of the province.
 Exposure visits: Farmers are provided exposure visits to various reputed institutes within and
outside the state. These visits expose them to best practices in agriculture and its allied sectors.
Industry: The maximum industrial activity in Anantnag district is under small scale and unorganised
sector. However this sector acts as a nursery for the development of entrepreneurial talent. It
contributed Rs. 1669.70 lac during 2011-12 to the GDDP besides providing employment opportunities to
4
District Statistical Handbook Anantnag 2011-12
113
a sizable portion of population5. The number of small scale units and their employment number have
been tabulated below;
Table 40: Number of small scale units and their employees in district Anantnag
Year 2011-12 2012-13
No 46 21
Food Production
Emp 158 79
No 1 -
Hosiery / Readymade Garments
Emp 11 -
No 1 -
Paper & Printing
Emp 5 -
No - 8
Wood and related products
Emp - 36
No 6 4
Electric Mechanical Appliances
Emp 26 20
No 6 8
Non- Metallic and Minerals
Emp 149 67
No 15 15
Metal Products
Emp 61 70
No 12 7
Repair & Services
Emp 30 31
No 53 44
Services Misc.
Emp 153 239
No 140 108
Total
Emp 593 555
Source: DIC Anantnag
Till August 2013, 68 new units have established with Rs. 206.91 of investment generating 210
employments in the district. Three industrial estates exist in this district, details of which are given in the
annexure.
The handicrafts and handloom sector is another potential employment segment in the district. This
sector provides livelihood to the weaker sections of the society and earn a great chunk of foreign
exchange by way of export production. As per a baseline survey conducted by District Handicraft
Department last year, 13000 artisans in the various crafts viz Chain stitch, Wood carving, Paper Machi,
Gabba, Namdha, Crewel and Tapestry are directly and indirectly involved with the handicraft activity in
the district.In Handloom sector there were 300 registered weavers while in unorganised sector the
number was 1550. For the promotion of this sector, district administration is training people to make
them trained artisans, facilitating ex-trainees of these centres and unorganised artisans to form a co-
5
District Economic Review Anantnag 2011-12
114
operative society for which managerial subsidy is given for survival, facility of credit given along with
providing them with market and insurance cover. Besides this many awareness camps are being
conducted to apprise artisans about welfare schemes launched by central and state government.
Services: The services sector includes wholesale and retail trade, hotels and restaurants, transport,
storage and communication, banking and insurance, real estate, public administration and other
services. In the organized service sector the key employers are Government, Banks, Automobile sector
and telecom service providers, whereas unorganized service sector has Shops, Commercial
Establishments, Hotel and restaurants.
2.3. State of education
In 2011-12, Anantnag district had 777 primary schools, 857 middle schools and 232 high / Higher
secondary schools.
Table 41: School education infrastructure in Anantnag district

Primary Middle Hr Sec./ High Schools
Type No. Students No. Students No. Students
Total 777 82637 857 60802 232 72803
Source: District Statistical Handbook Anantnag
For higher education, the district has 7 colleges for general education, 5 private B.Ed. colleges and one
BCA college. The seven general colleges in the district offer the following courses:
Table 42: Streams available with degree colleges in Anantnag district

College Streams available Year of establishment
GDC Anantnag Arts, Science, Commerce, Sociology, Elec., Equ. 1950
&Mant,. Seed Tech. En. Sc., Sts, BCA & Bio- Tech
WC Anantnag Sericulture, Home Science, Env. Science, Sociology, 1979
BCA
GDC Dooru Arts, Science, Comp. Appl., Sociology &Env. Sc. 2005
GDC Bijbahera Arts, Science, Comp. Appl. & En. Sc. 2005
GDC Kokernag Arts &Env. Sc. 2008
GDC Uttrasoo Arts &Env. Sc 2008
GDC Vailoo-Larnoo n/a 2011
Source: Department of Higher Education, Government of J&K
Based on the date of establishment, we can conclude that in the last five years, the colleges opened
focused on arts and environment science only. There are no engineering or technical colleges.
115
The district also has four ITIs and one Polytechnic college.
Table 43: Key ITI indicators in the Anantnag district

Indicator Value
Total Number of ITIs 4
Number of Government ITIs 2
Number of Private ITIs 2
Total Seating capacity 891*
Source: Information collected during primary survey
* Does not include seating capacity of private ITI
Student dropout rate in ITI Anantnag is 10-20 percent whereas in Seer Hamdam is 30-40 percent.
Reasons mentioned were lack of jobs due the absence of industry in the district and late start of session
compared to other technical and educational institutions. Mostly students apply these institutions
before filling the forms for ITI and once seat is confirmed they leave.
Details of the courses offered by ITIs and Polytechnic in Anantnag district have been tabulated below;
Table 44: Details of ITIs in Anantnag district

Sl. In-take Seats filled (as on 20-
Name of the ITI Trades offered
No. capacity 09-2013)
NCVT Trades
Mechanic Diesel 21 20
Mechanic Tractor 21 9
COPA 26 23
Mason 21 18
Stenography English 42 40
Cutting and Sewing 42 40
Painting general 21 7
SCVT Trades
1 Govt ITI Anantnag Interior decoration and
21 13
designing
Fashion Technology 21 20
Software Applications 21 20
Welder 16 13
Tourist Guide 21 20
IT & ESM 21 20
Mechanic Computer
21 20
Hardware
A/C & Refrigeration 21 18
116
Sl. In-take Seats filled (as on 20-

No. capacity 09-2013)
Self Financing Trades
Data entry operator 52 50
Software Applications 21 21
Driver cum Mechanic 21 15
COPA 2nd Unit 26 26
BBBT Basic Module
BBBT Electrical Sector 126 119
BBBT Advance Module
126 -
EAT01,03,05
Information not
COPA 26
available
Information not
Software Applications 26
available
Information not
Secretarial Practices 21
available
Information not
2 Govt ITI Seer Hamdan Dress Making 21
available
Information not
Consumer Electronics 21
available
Information not
Domestic Housekeeping 26
available
Information not
PPSM 21
available
Source: Information collected from Government ITI Anantnag
Table 45: Details of Polytechnics in Anantnag district
Name of the Polytechnic and courses offered Student intake

GOVERNMENT POLYTECHNIC, ANANTNAG
Civil Engineering 60
Electrical Engineering 60
2.4. Youth aspirations

 Willingness to pursue higher education: During the interaction with students, around 40 percentof
the group showed their inclination towards higher education. Lack of career counselling is one of the
main reasons for youth not aware of livelihood options and current market demand. Mostly wanted
to enrol in computer, banking, education and business related courses.
 Entrepreneurial zeal: Around 50 percent of the youth group was willing to take up
entrepreneurship. Others were not inclined towards starting their business because of
117
o Non business friendly environment due to frequent strikes

o Lack of finances and exposure to business
o Lack of basic knowledge to start enterprise / business management
Awareness about various central and state government schemes / programmes to encourage
entrepreneurship was lacking among students. They were not aware of DIC, DECC, JKEDI, RSETI and
KVI institutions existing in their district.
 Migration trends: Education related migration is mostly outwards asaround 60 percent of the youth
go to Punjab, Rajasthan, MP or other states for higher studies. Metros are generally not preferred
due to the high cost of living there. Employment related migration is both inwards and outwards
depending upon the season and climate. In summers it is inwards due to tourist season, agriculture
and construction related work while in winters due to harsh climate people migrate out of state for
their livelihood. Preferred destinations are metro cities, nearby states like Punjab, Haryana or other
cities having fruit related businesses. As per youth group, people migrated from Anantnag district
are also working abroad in IT, Hospitality, Communication and Transport sectors.
 Satisfaction with existing education infrastructure: Basic educational infrastructure is poor in the
district. Youth prefer private educational institutions than government till higher secondary level.
Government ITIs in the district currently has good education and training infrastructure but private
technical education institutions are not suitably equipped to impart good training to apprentices.
 Demand for additional training / courses: Most preferred courses in the ITI are COPA, Draftsman
Civil, Stenography English, Tourist Guide andFashion Technology. Reason for first two preferences is
more job opportunities in the public and private sector while flourishing tourism sector is the reason
for high demand of Stenography English, Tourist Guide. Fashion Technology is preferred because it
leads to start of own business. The district’s youth is interested for Plumbertrade and Banking
course which is not available in the district.
 Job preference: Group was of the view that more than 80percent of youth passing out of various
educational and technical institutions remains unemployed in Anantnag district because of no job
offering. The foremost preference of the district youth is to work in government sector and have
‘white collar’ job. Stated reasons of this preference are job security, less work pressure, better pay
scale, added perks and above all, heightened social status. Given the right job opportunity, around
60percent students were willing to join private sector. However mostly wanted to work in Anantnag
district / J&K state asonly 5 percent expressed their willingness to go to other states for private
job6.Interestingly around 20 percent expressed their penchant for Arabian countries to earn
honorable and handsome livelihood.
 Awareness and usage of basic technology: Around 40percent of the student group had the basic
skills of computer operation. Percentage of youth, especially girls, having email IDs and using
internet was around 40 percent. However almost everyone was aware of ‘Google’, ‘Facebook’, ATM
and their intended usage. Similarly all acknowledged having cell phones and its regular usage. In
general 70 percent of youth group preferred to talk in English.
6
Reasons mentioned by students’ preference of not to work in other states were harsh summers which are
unbearable for Kashmiris and different social environment in which they feel insecure.
118
 Aspirations of youth belonging to families of agriculturists:Around 70 percent of the group

belonged to agriculturists’ families but none of them was inclined to take up agriculture as a career
option.These studentslabeled it as very labour intensive sector and mentioned high cost of inputs
(Fertilizer, seeds etc.), dependency on weather, uncertainty in production and poor value of the
harvest offered to farmers as main factors for not opting agriculture as a career.
2.5. Unemployment scenario in the district
Unemployment rate:
As of December 2012, the employment exchange in Anantnag district had 20,301 unemployed youth
registered with it. This brings the district’s unemployment rate to 4.46 per cent (number of unemployed
registered divided by the total number of people in the labour force). Based on our primary survey, we
found that the actual rate of unemployment is even higher, however, it is not calculated, as registration
with the employment exchange is a voluntary process and is not mandatory. As discussed in the youth
group discussion above, it is believed that 80 per cent of the youth passing out from technical and
educational institutions is not able to find jobs.
Reasons of unemployment
The key reasons behind unemployment are reported to be as follows:
 Preference for Government jobs only, for which vacancies are far and few
 Preference for white collar jobs mostly, which are not available in plenty
 Unwillingness to move out of the district in search of job opportunities. Youth group discussion
revealed that only 5 per cent of the youth wanted to move out of the district in search of jobs.
Figure 39: Total number of unemployed youth registered with the District Employment & Counselling Centres
45,000 41,472 41,344

38,451
40,000
35,000
30,000
25,000 20,301
20,000
15,000
10,000
5,000
-
2009 2010 2011 2012
Source: Department of Employment, J&K
119
Unemployment trends:
The number of unemployed youth registered with the employment exchange saw an increasing trend in
2010 and 2011. This was due to the introduction of Voluntary Services Allowance (VSA) scheme in the
State, under which a monthly allowance is paid to the unemployed youth registered with the
employment exchange. The allowance acted as an incentive for the unemployed youth to register
themselves with the employment exchange and the number of registrations increased by 8 per cent
between 2009 and 2011. However, the number of registrations saw a decline in 2012. Based on our
discussion with the stakeholders in the district, we found that the reasons for same are:
 Irregularities in the allowance paid to the registered unemployed
 Inadequate payments made due to lack of funds
 Amount of allowance considered too low and no increase in allowance even after 3 years of
 Registration with the employment exchange not a mandatory requirement for availing either
Government or private jobs
Composition of unemployed
Composition of the unemployed youth (based on educational qualification) revealed that as of
December 2012, majority of the registered unemployed were TDC passed at 33 per cent, followed by
matric passed at 24 per cent and remaining by others. Skilled personnel such as diploma holders, ITI
passed, and degree holders were the least percentage of people registered with the employment
exchange.
Figure 40: Percentage of unemployed youth registered with the District Employment & Counselling Centres, by level of
education, as of December 2012
PUC Degree holders Others
ITI trained 2% 2% 1%
3%
Post
graduates
6% TDC
Diploma
33%
holders
7%
Middle
8%
Graduates
14%
Matric
24%
120
2.6. SWOT analysis
Based on the diagnostics of Anantnag district, we have prepared a SWOT (Strengths, Weaknesses,
Opportunities and Threats) analysis, which is presented below.
Figure 41: SWOT Analysis of Anantnag district
Strengths Opportunities
(1) Abundance of natural water resources

in the shape of various famous streams, (1) Immense potential for development of
lakes and springs scenic , wildlife, conference, Golf,
culture, adventure, Herbal and Tulip
(2) Presence of holy Amarnathji cave, tourism. Same for Travel and Hospitality
significant number of shrines and other industry.
important monuments
(2) Huge scope for the establishment of
(3) Presence ofsplended scenic beauty cold storages, warehouses and growth of
and large number of health resorts food processing sector
(4) Fertile land and suitable Agro climatic (3) Scope for the development of
conditions for agriculture and horticulture Medicinal plant, organic and fish farming
(4) Good connectivity with neighbouring
districts
(1) Lack of coordination among various

government departments resulting in
non-optimal performance of central and (1) Cross border disturbances / terrorist
state social welfare policies activities
(2) Poor literacy rate of the district (2) Increasing unemployability leading to
(3) Lack of employment opportunities for frustration in youth
the district's youth (3) Migration to other states / foreign
(4) Lack of proper industrial infrastructure countries in search of jobs
Weaknesses Threats
121
3. Employment Potential
3.1. Demand Forecast
Based on our field surveys in Anantnag district, employment patterns, sectoral analysis and past growth
across sectors, we have found out that sectors which require skilling interventions are agriculture &
allied industry, food processing industry,Tourism and unorganised sector.
Sectors where interventions are required in Anantnag district

Food Processing
Tourism
Unorganized sector
We have forecasted incremental demand and supply of human resources for high growth sectors
identified. We estimate that between 2012 and 2022, an incremental demand for about 75952 persons
is likely to be generated in Anantnag district. As the economy grows, employment demand in supporting
sectors such as banking and financial services, transportation, healthcare and education is also expected
to increase at a faster rate. Sectors where skill up-gradation will be required within Anantnag district are
agriculture and allied, food processing, Tourism and unorganised sector.
From 2012 to 2017, the tertiary sector (inclusive of auto sales and services, BFSI, education and skill
development, healthcare, transportation and storage and tourism & hospitality) will generate about
9,767 jobs and about 14,945 jobs by 2017 to 2022. Similarly, from 2012 to 2017, the secondary sector
(inclusive of construction, food processing, chemicals and fabrication etc) will generate about 4,766 jobs
and about 8,094 jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is
projected to 32,897 and about 43,055 for the period 2017 to 2022, most of which are in the minimally
skilled category in the whole ten year period.
Table 46: Incremental Demand in Anantnag district - 2012 to 2017

Incremental Demand - 2012 to 2017
Skilled
Sector Minimally Semi and
Total
skilled skilled highly
skilled
Agriculture and allied 14,496 12,383 1,268 845
Trade, hotels and restaurants 2,418 1,572 604 242
Other manufacturing 2,378 1,189 832 357
Transport, storage and communication 2,382 1,662 560 160
122

Skilled
Sector Minimally Semi and
Total
skilled skilled highly
skilled
Banking and insurance 1,511 290 484 736
Handicrafts and handlooms 2,620 786 1,310 524
Education 1,747 0 35 1,712
Construction 1,207 1,014 131 63
Auto servicing 764 535 153 76
Healthcare 945 95 95 756
Unorganized (computer technician, mobile phone
1,248 374 562 312
Chemicals and pharmaceuticals 173 87 61 26
Gems and Jewellery 393 232 82 79
Food processing 540 270 216 54
Textile 75 37 30 7
Total 32,897 20,525 6,423 5,949
Table 47: Incremental Demand in Anantnag district - 2017 to 2022

Skilled and
Sector
Minimally Semi highly
Total skilled skilled skilled
Other manufacturing 5,317 2,659 1,861 798
Banking and insurance 2,084 401 668 1,016
Education 1,963 0 39 1,924
Construction 1,251 1,051 135 65
Auto servicing 1,096 767 219 110
Healthcare 3,911 391 391 3,129
Unorganized (computer technician, mobile
1,403 421 631 351
phone technician, TV technician)
Gems and Jewellery 544 321 114 109
123

Skilled and
Sector
Textile 93 47 37 9
Total 43,055 24,815 8,650 9,590
3.2. Incremental Supply
As of 2011-12, Anantnag district has a total population of 10.70 lakh. Of this, the working-age population
is estimated at 5.93 lakh persons, and labour force (people who have found employment and those who
are looking for employment) is estimated at 4.55 lakh persons.
Figure 42: Human resource pipeline in Anantnag district as of 2011-12
Population:
10.70 lakh
Working age
population:
5.93 lakh
Labour Force:
4.55 lakh
Source: Census 2001, Census 2011, NSSO, IMaCS analysis
In the next 10 years (2012 to 2022), the incremental supply of labour force in the district is estimated at
190,679 persons. Of this, the majority of the labour force at 49 per cent is estimated to be minimally
skilled, 38 per cent is estimated to be semi-skilled and the remaining 13 per cent is estimated to be
skilled labour7.
7
Minimally skilled refers to people at 10th Pass and below; Semi skilled refers to people above 10th Standard , 12th
Pass and ITI & Polytechnic graduates; Skilled includes Graduates (10+5) and above.
124
Figure 43: Human resource pipeline in Anantnag district as of 2022 (projected)
Population:
16.04 lakh
Working age
population: 8.89
lakh
Labour Force:
6.57 lakh
Source: Census 2001, Census 2011, NSSO, IMaCS analysis

3.3. Projected Skill Gap
Figure 44: Skill wise incremental demand and supply in Anantnag district – 2012 to 2017
During the period 2012-17, we find that the excess supply of manpower in all the three categories and
this trend continues for 2017-22 period too.The surplus seen here are purely quantitative in nature.
Qualitative skill gaps and the demand for labour actually highlight the need for up-skilling and re-skilling
within these categories.
125
Most of the manpower is required for the services sectors where mostly skilled manpower is employed.
But for other sectors from the secondary sector, most manpower required is minimally skilled category
may be one where people are of 10th pass or below or semi-skilled (10+2, ITIs etc), they require specific
industry related training (vocational training) to be made employable.
Figure 45: Skill wise incremental demand and supply in Anantnag district – 2017 to 2022
4. Skill mapping
For the sectors identified above, we have mapped the skill requirements and the gaps faced by the
sector in the section below.
4.1. Agriculture and allied industries
District has important status in production of food grains, pulses, fresh & dry fruits, mutton, milk and
vegetables. Anantnag district has 73.77 percent population residing in rural area and 56 percent of the
workforce is involved in the field of Agriculture. Horticulture, Apiculture, Mushroom development,
Floriculture, Animal Husbandry, Fishery and Sheep rearing are its allied sectors. Scope of skill
development and employment generation of these sectors is being described in the following
paragraphs;
 Animal Husbandry, Goat and Sheep rearing: This sector is not only eco-friendly and has the
potential to address the problem of nutrition dearth among the population but also provides
affordable and sustainable self-employment to district population. Kupwara district has huge
potential in this sector as the demand of meat, milk and eggs is increasing because of
o Presence of army in Kashmir valley
126
o Huge demand of these products in Srinagar and Anantnag districts due to high inflow of
tourists throughout the year
o Kashmiries by nature are voracious meat eaters. Demand increases further during their
festive and marriage seasons
o Population is increasing in the district which further ignites the demand for meat, milk and
eggs.
o More people are becoming health conscious thus opting for good quality of meat and egg
for their protein requirements.
Vast meadows, highland grazing area and sub alpine forest areas are the endowment factors for this
sector available in the district. As per discussion with District Animal Husbandry Department the
milk production in the district exceeds local demand. However there is still demand supply gap in
eggs and mutton. The major challenge for the department is to meet the acute shortage of quality
fodder during winters for stall feeding. This sector requires infrastructure improvement, Technical
reinforcement and adequate resources along with skill up-gradation of stakeholders to maximize its
gain.
 Horticulture and Floriculture: Given the endowment factors in the district for Horticulture, there is
significant scope of increasing the production by upgrading the skills of farmers. Horticulture
provides employment directly and indirectly to many people at various levels of value chain. Key
levels are
o Nurseries
o Fertilizers and Pesticides shops
o Spray of fertilizers and pesticides in the field
o Plantation
o Pruning and Trimming
o Packing
o Transportation of plants, fertilizers and fruits
o Wholesalers and Retailers
Floriculture is at its nascent stage in this district but has the potential for up-scaling the production.
There is huge scope for medicinal and aromatic plants in open cultivation while Alestoomeia and
Gerbera varieties in green house cultivation. Both these sectors require improvement in irrigation
facilities and infrastructural improvement along with skill upgradation of stakeholders to maximize
its gain.
 Agriculture: Soil in the district is fertile and climate is conducive for agriculture. State government
has initiated many programs and schemes to boost this industry in the district. Among them are
Market Intervention Scheme (MIS), Technology Mission (a centrally sponsored scheme), Post-
Harvest Management and Plant Protection Machinery. As per discussion with Chief Agriculture
Officer, district is self-sufficient in vegetable production in summers but short of supply in winters.
Similarly there ~30 percent of the rice demand is fulfilled by importing it. Administration is also
127
promoting vegetables and Mushroom production in the district. Besides this there is huge potential
for medicinal plants and organic farming.
 Fishery, Apiculture, Sericulture and Mushroom development: Currently around65 M.Tons of honey
is being produced by the farmers as side business. Fishery has also emerged as an economically
viable industry in the district. In general, given the endowment factors, development and
employment prospects of Fishery, Apiculture, Sericulture and Mushroom development are huge in
the district. However this requires parallel efforts in infrastructure development and skilling of
district populace.
Discussion with stakeholders during the primary survey brought out the following skill gaps in these
sectors;
Functional Role Skill Gap

Farmer 1. Lack of knowledge about rain harvesting, effective ways of field irrigation,
land conservation and cattle management
2. Lack understanding of vermin compositing for strengthening organic
farming, timely & adequate pruning and trimming of plants
3. Not sufficiently skilful and knowledgeable about balanced use of fertilizers,
pesticides and effective soil management.
4. Lack of knowledge on new techniques in agriculture, use of new agricultural
implements, hybrid varieties of vegetables and market demand for high end
vegetables
5. Lack understanding of best practices of sorting, grading and packaging
6. Lack of understanding of management of weeds, insects / mites, crop
diseases and correct dosage of pesticides to protect crops and fertility of the
soil.
7. Lack of knowledge on productive cultivation in green houses
8. Inadequate awareness about post harvest management and minimizing the
waste of their perishable produce by suitable preservation.
Proprietor of Goat 1. Lack of knowledge about latest techniques of dairy and poultry
and Sheep farm / management, new machines used in this sector and cage method for rearing
Poultry farm boilers.
2. Lack of knowledge about the scientific methods of farm management
4.2. Food Processing Industry
Fertile land, abundance availability of natural water resources, suitable agro-climatic conditions for
agriculture and horticulture, promising socio-economic scenario for allied occupations like animal
husbandry, sheep rearing and fisheries are the endowment factors for the establishment and growth of
food processing industry in the district.
128
sectors;

Proprietor 1. Lack of awareness among the district youth about the food processing sector
and its big employment & revenue potential
2. Lack of knowledge about latest techniques of preservation of fruits &
vegetables and minimising their wastage during the process
3. Inadequate knowledge of ways of maintaining the quality of produce
4. Poor knowledge of operating in a hygienic environment
5. Inadequate networking, negotiation/bargaining skills
6. Inadequate marketing skill / basic business management skills
4.3. Tourism
Tourism is an important instrument for the economy and development of Anantnag district. It has
provided directly and indirect employment to large chunk of population. Beautiful snow capped
mountains, lakes, springs, rivers, waterways, green forests, aroma of flowers in Mughal gardens and
fabulous views of the valley make this districta heart-stopping beauty. Along with this district is a hotbed
of culture and heritage because of the presence of many exquisite religious monuments. All thismakes
this district the toast of holidaymakers throughout the year.Number of domestic and international
tourist visiting this district has increased over the year. Details of this are provided in the annexure.
Key tourist places in the district are;

1. Shri Amarnathji Cave
2. Pahalgam
3. Aru Valley
4. Chandanwari
5. Bisaran
6. Beetab Valley
7. Martand Temple
8. Kokernag
9. Kungwattan
10. Achabal
11. Daksum
12. Akad
13. Sherbagh
14. Verinag
129
Tourism department is located at Pahalgam which is the centre point of tourism in the district and also
the base camp for Shri Amarnathji yatra. As per the information provided by this department there are
total 74 registered hotels, 180 guest houses having total 7345 bed capacity. Similarly 333 Tours &
Travels are registered with the department. Presently department is concentrating on promotion of
adventure tourism and paying guest culture along with keeping its ecosystem intact by regulating the
unauthorized construction. It is also providing training under centre government scheme of ‘Hunar Se
Rojgar Programme’ which includes training guides.
Most of the people involved in tourism industry directly or indirectly do not have any sector specific
qualification but have learned on-job from their experienced forefathers. Over the years they have
developed the skills of conversing with foreigners in English and handling them with tact & curtsey.
sectors;
Tourist Facilitators  Lack of professionalism in terms of time management, personal hygiene and
(Guide) grooming.
Proprietors of local  Lack of professional housekeeping, Kitchen management and personal
houses hygiene and grooming.
 Lack of marketing skills to showcase Kashmiri culture
4.4. Unorganised sector (Handloom, Handicraft, Transport and Trade)
Handloom and Handicraft being the traditional art of state, many people are involved in this but the
sector as a whole is mostly unorganised. Trade and Transportation are other significant vocations of
district population because of high yield of fruits, crops and vegetables in the district which require
transportation.
Based on our interaction in the district, we have found out the following skill gaps in the district:

Artisan  Lack of understanding about the market and requirements of consumers so
as to get designs made accordingly.
 Lack of negotiation skills so as to get the adequate value for their product.
 Lack of ability to ensure the required quality of the final product.
 Inability to adequately market their product.
 Lack of awareness about the latest trending designs.
 Inadequate awareness of the schemes offered by the government to
promote their art and improve skills.
Vehicle owner /  Lack of awareness on driving rules and regulations
130

Driver  Lack of knowledge on safety norms and first aid management
 Inadequate knowledge about personal hygiene
Trader  Lack of negotiation and marketing skills
 Lack of basic accountancy and business management skills
5. Identified Cluster - Cricket Bat Manufacturing

District Anantnag is home to Cricket Bat Manufacturing cluster. A brief about this cluster has been
tabulated below;
1 Name of the Cluster Anantnag Cricket Bats

2 Place Sether (Sangam) Anantnag
3 District Anantnag
4 State Jammu & Kashmir
5 No of firms (by type) 242
6 No. of workers 12000
7 Turnover Rs. 110 million
Associations in cluster Sports Goods Manufacturing Association (SGMA),
8
Kashmir Willow Cleft Union,(KWCU)
Major products Seasoned cricket bats
9
Tennis cricket bats
Specific and relevant technical
10 institutions (R&D, Testing Lab NA
accredited)
Major markets Punjab,
Uttar Pradesh,
Delhi,
Maharashtra,
Madhya Pradesh,
11
Gujarat,
Chennai,
Bangalore,
Hyderabad and
Kolkata
Major problems/prospects All the raw material for making the cane handle is bought
from the traders of Jalandhar
12
The products are marketed only within India as there is a
lack of awareness on advanced technologies
131
Most of the enterprises in the cluster are family owned

businesses
The level of awareness of the entrepreneurs, especially

in the technical and marketing areas is very low
Finance has been a big problem for the entrepreneurs of

this cluster.
The power cuts/load shedding programme hampers the
production.
There is hardly any engineer employed in these

enterprises and the business is mainly family oriented.
There are no training facilities or institutions available

within the Anantnag district except the ITI institute.
Source: http://www.clusterobservatory.in
Traditionally Anantnag district is home to cricket bat manufacturers since 1947. Because of abundance
of wood in its dense forests and good quality of ‘Kashmiri Willow’, this district became the natural
habitat of artisans having the art of cricket bat manufacturing.
This cluster is spread in around 20 Kms and major area of concentration is Sether (Sangam). Currently
more than 400 units are functional in this cluster with an average of 14 employees per unit.Product mix
is cricket bat of various sizes and wood. Cluster has backward integration with Tree growers, wood
contractors, transporters, chemical suppliers, machinery and spare part manufacturers and their
suppliers. Their forward integration is with wholesalers and retailers of sports goods. Few units also sell
products to international suppliers. MSME has provided grant for ‘Common Facility Centre’ which is
being developed with the active support of central and state government. This centre will have
seasoning plant, boilers, testing laboratories and computer aided design centre with internet facility and
administrative office.
In terms of skills, most of the workers involved in this industry are illiterates or minimally qualified. They
learnt this art on-job and with experience have become fine crafters. However lack of use of latest
technology for making an ultra-refined cricket bat is one of the key gap found during the primary survey
of this cluster.
6. Recommendations
Recommendations for Anantnag district focus on the sectors of Agriculture and allied industries, Food
processing industries, Tourism industry and unorganized sector. Some of these sectors will have
recommendations for the private sector which will directly translate to skills being developed and the
others will need Government intervention to facilitate improvements. Finally majority of the
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recommendations are tilted towards up-gradation of the skills which traditionally are part of the district
populace like in unorganized and agriculture sector.
6.1. Government
Employment Generation:
 Create a career counseling centre in the district to make youth aware of various career
options, vocations and government run schemes. This counseling centre will also help in
bringing a shift in the youth mindset from
o Seeking government jobs to entrepreneurship
o Refusing loans for fear of staying indebted throughout life to readily availing credit
facility provided by government
o Taking loan only for pocketing the government subsidy to taking credit facility for
building a sustainable career.
 To drive entrepreneurship in the district, more coordination among the stakeholder
departments is required to help aspiring entrepreneurs in setting up their projects. There is
urgent need to proactively approach technical minds and hands in order to make them
aware about government initiatives to promote entrepreneurship.
 Create the ecosystem for organizing job fairs where employers from within the district /
state / other states can interact with the potential employees and offer them placements.
Unorganized sector:
 Encourage the formation of small clusters and SHGs to empower artisans
Food processing sector:
 Start courses for
o Handling of ‘Chilling plants’ for processing of milk
o Provision of nutrition to livestock through non-traditional natural resources
available in abundance in the district
o Management of ‘Slaughter House’
o Handling of ‘Mutton’ and ‘Wool Processing’ units
o Cold chain management
o Management of Storage and Warehouses
6.2. Industry
 Industry could mentor the youth of the district in understanding the skill requirements in
various sectors and subsequently motivating them by offering apprenticeships, factory
visits, and guest lecture from the industry experts.
 Youth can be inspired for self-employment by showcasing them the good case studies /
success stories in various sectors. Frequent interaction with the new entrepreneurs will
create a spark in the young hearts to pursue the path of entrepreneurship rather than
waiting for openings in government sectors.
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 The industry could collaborate with private training providers to establish private ITIs and
Polytechnics. The industry could provide their support to the private training providers in
terms of placement, infrastructure, faculty and curriculum.
6.3. Private training providers
Travel, tourism and hospitality :Course modules that have an indicative duration of 6-8 weeks can be
organized in the district which aim at improving the skills set of people employed across the value chain.
Table 48: Indicative Skilling required in tourism in Anantnag

Functional role Training required
Tourist Facilitators / operator  Communication skills
 Route optimization
 Courses to engage with the customer i.e. soft skills training
 Basic first aid training
 Personal Hygiene and Grooming
 Time management
Hospitality establishments  Basic computer courses
 Communication skills
 Culinary courses
 Basic housekeeping skills
Special personnel  Trekking experts
 Adventure sports experts
Food processing:Across the value chain, the following training is required which will lead to overall
development in the sector:
 Gauging of quality of fruits
 Basic fruit processing steps
 Formulations
 Latest techniques of preservations of fruits & vegetables while minimizing their wastage
 Fund management
 Packaging hygienically
 Marketing practices
 Supply chain management
 Courses related to logistics optimization when transporting the fruits efficiently to avoid
spoilage
 Employee health and safety in the workplace
Unorganized sector – handicrafts and handlooms:The interventions required here are attuned towards
up-skilling of the artisans and orienting them to modern equipment usage. Some of the indicative
modules could be:
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 Design using computers

 Knowledge on modern colour schemes
 Courses on market awareness
 Modules on customer preference study
 Finishing skills
 Pricing strategies
For trade and transport sector some of the indicative modules could be:
 Driving rules and regulations
 Road side safety norms
 First aid management
 Personal hygiene
 Negotiation and marketing skills
 Basic accountancy and business management skills
6.4. NSDC
 Scope for skilling interventions in collaboration with Food Industry Capacity and Skill
Initiative Society, Agriculture Skill Council of India, Apparel, Made-ups and Home Furnishing
Sector Skill Council and Textile & Handloom Sector Skill Council and private training
providers in the sectors of Food Processing, Agriculture, Handloom and Handicraft.
 It could encourage its private training partners to leverage on the existing education
infrastructure of the district
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8.2. Bandipora
1. Introduction
District Bandipora lies in the Kashmir region in the state of Jammu and Kashmir. One of the eight newly
created districts of the state, district Bandipora was carved out of the district Baramulla in 2007 to
ensure a balanced development of the region. This district is bounded by Himalayan Mountains having
Kargil district in the North, Ganderbal district in the East, Kupwara district in the West and Baramulla
district on its South. District headquarter is town Bandipora which is situated at a distance of about 47
kms from Srinagar.
The district is hilly & backward with moderate climate. Bandipora in ancient and medieval times as
Khuaihom had three routes which used to connect Kashmir with China, Mongolia, Kazakhistan, Kirgistan,
Turkamania, Afghanistan and Iran. Bandipora is known as “Gateway of Gilgit” and Astore. Commerce
was transacted with Central Asia and Ladakh region via Bandipora. Bandipora is located on the northern
banks of Wullar Lake - the biggest lake of clean water in Asia.
The district comprises of three Tehsils viz. Bandipora, Sumbal Sonawari and Gurez. There are five
Community Development Blocks namely Bandipora, Sumbal, Hajin, Gurez and Tulail. Gurez remains cut
off from district headquarter and other parts of the valley for six months due to extreme weather and
heavy snowfall.
Table 49: Comparison of Bandipora district with Jammu & Kashmir – key indicators
Indicator Year Bandipora Jammu & Kashmir
Area, in sq.km. 2011 398 222,236
Percentage share in State geographical area, % 2001 0.18% 100%
No. of villages 2001 122 6,652
No. of households 2011 58392 20,115,088
Forest area as a % of total geographical area 2011 50.19% 6.86%
Source: District Statistical Handbook Bandipora 2011-12, Census 2001, Census 2011
2.1. Demography
As per the census 2011, the total population in Bandipora district increased from 3.04 lakh in 2001 to
3.85 lakh persons in 2011. The relative population pressure (1137 per sq. km.) and work participation
rate are higher while the level of urbanization and level of literacy rate are lower than the state.
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Indicator Year Bandipora Jammu & Kashmir
Population, No. 2011 385099 12,541,302
Decadal growth rate of population, % 2001-11 28.65% 23.64%
District’s share in State’s population, % 2011 3.13% 100%
Urban population as a percentage of total
2011 16.66% 27.4%
population, %
SC population, % 2011 0.1% 7.4%
ST population, % 2001 19.2% 11.9%
Literacy rate, % 2011 47.4% 56.4 %
Main workers, No. 2001 75173 2644149
2011 N/A 56%
total population, %
Work participation rate^, % 2001 38.1% 34.5%
2.2. Economy
Agriculture and allied sector: Agriculture is the main source of livelihood of the rural population in the
district. Of the total reporting area of 42,303 Hectares in 2011-12, 63.89 per cent was net area sown.
Paddy, maize and pulses are the main food crops while fodder and oil seeds are non-food crops grown in
the district. There were 10 agricultural societies with membership of 21,873. Following are the details of
crops grown in the district:-
Table 51: Crops grown in Bandipora district in 2012-13

Crop Area covered (in Hect.) Production in Qtl.
Kharif Season
Paddy 13612 680600
Maize 5944 237760
Pulses 4760 57144
Fodder 2119 212900
Vegetables 653 130600
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Crop Area covered (in Hect.) Production in Qtl.

Rabi Season
Oil Seeds 2928 29280
Wheat 260 5200
Pulses 3608 43296
Fodder 2509 1003600
Source: Information collected from District Agriculture Department Bandipora
District Bandipora also significantly contributes in the state’s overall production of horticulture crops.
Following are the details of crops grown in the district:-
Table 52: Fruits grown in Bandipora district in 2012-13

Crop Area covered (in Hect.) Production in M.Tons
Fresh Fruits
Apple 5601.75 65097.72
Pear 112.6 565.85
Apricot 59.6 101.5
Plum 24 44
Peach 12.9 30.5
Cherry 72.5 112.45
Dry Fruits
Walnut 2138.4 4550.95
Almond 126 10
Other dry fruits 73.5 42.4
Total 8221.25 70553.37

Source: Information collected from District Horticulture Department Bandipora
Bee keeping and honey production is another important vocation of rural population and is being
practiced as a part time job. In 2012-13, around 700 families from economically backward classes were
directly associated with this having in total 3670 Bee Hives producing 256.90 Qtls. of honey.
Animal husbandry as subsidiary occupation has been adopted by majority of rural population and forms
an important economic activity for farmers and migratory population like Gujjars. As per 2011-12, total
population in the district of livestock and poultry birds was 3.65 and 2.54 lakh respectively. With the
help of artificial insemination district animal husbandry department is converting the local livestock into
high yielding population. Because of this annual production of milk in the district has increased from
45000 Litres in 2008 to 65000 Litres in March 2013. Efforts have also resulted in increased ‘per hen egg
production’ from 40 per annum to 180 per annum. Similarly boiler production has increased in the
district.
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Besides this district is blessed with Wullar lake which is largest of all fresh water lakes in Asia. This
provides livelihood to a large chunk of population who are involved in catching and marketing fish.
horticulture, floriculture, animal husbandry, etc.
Industry: Bandipora is not an industrially well-established district due to geographically disadvantageous

position, lack of raw material, poor infrastructure and acute power shortage. However there are number
of small scale units present in the district. Details of these have been tabulated below;
Table 53: Number of small scale units and their employees in district Bandipora
Type of Industry Number of units Investment (in Lakhs) Employment
Agro Based Industries 14 79.99 58
Readymade garment
08 8.93 18
and embroidery
Wood / Wooden based
10 27.85 37
furniture
Paper and Paper
01 0.60 02
products
Mineral based 02 3.60 06
Metal based (Steel Fab.) 14 39.36 41
Engineering units 04 16.80 13
Repairing and Servicing
65 368.616 366
Source: DIC Bandipora
The district also has two industrial estates which has 6 units in production. Details of these have been
given in the annexure.
The handicrafts and handloom sector is another potential employment segment in the district. Many
households are involved in this art of Carpet, Sozni, Gabba and Wood carving but the sector as a whole
is mostly unorganised. In 2011-12 district had 15 training centre for Handicraft and 16 Handicraft
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cooperative societies with membership of 160 artisans. In the same year district had 141 Khadi and
Village industries involving 1326 workers8.
Services: In the organized service sector the key employers are Government, Banks and telecom service
providers, whereas unorganized service sector has Shops, Commercial Establishments, Hotel and
restaurants.
As on March 2013, Bandipora district had 429 government primary schools, 313 middle schools, 47 high
schools, 18 Higher secondary schools and 4 Kasturba Gandhi Balika Vidayalyas.
Table 54: School education infrastructure in Bandipora district

Primary Middle High + Higher Sec. Schools
Total 429 31767 313 14713 65 13945
Source: Directorate of School Education, Srinagar
For higher education, the district has 3 colleges for general education and 7 private B.Ed. colleges. The
three general colleges in the district offer the following courses:
Table 55: Streams available with degree colleges in Bandipora district

GDC Bandipora Arts, Science, Comp. Appl., Kashmiri, History and 2005
Env. Science
GDC Gurez Arts & Env. Science 2008
GDC Sumbal n/a 2010
The district also has four ITI, out of which one is private. There is also one Polytechnic college.
Table 56: Key ITI indicators in the Bandipora district

Indicator Value
Total Number of ITI 4
Number of Government ITI 3
Number of Private ITI 1
Total Seating capacity 288*
* Does not include seating capacity of private ITI
8
District Statistical Handbook Bandipora 2011-12
140
Details of the courses offered by ITIs in Bandipora district have been tabulated below;
Table 57: Details of ITIs in Bandipora district, as of September 2013

Sl. In-take Seats filled
No. capacity (as on 30-09-2013)
NCVT Trades
Mechanic Motor Vehicle 21 14
Cutting & Sewing (Dress making
21 19
trade)
Electrician 21 21
SCVT Trades
1 Govt ITI Bandipora
Draughtsman Civil 21 21
Mechanic Electronics 21 14
Computer Operator Programming
26 24
Assistant
On PPP mode scheme
Mechanic Computer Hardware 21 5
Desktop Publishing Operator 21 21
26 25
2 Govt ITI Hajin Assistant
Plumber 21 19
26 25
3 Govt ITI Gurez Assistant
Plumber 21 19
Source: Information collected from Government ITI Bandipora
In the process of identifying the growth engines for the Bandipora district, we held youth group
discussion in the district to understand their aspirations. They key points are summarised below:
 Willingness to pursue higher education: During the interaction students around 10 percentage girls
and 30% boys showed their inclination towards higher education. Lack of career counselling is one
of the main reasons for youth not aware of livelihood options and current market demand. Mostly
wanted to pursue higher studies in their chosen trades.
 Entrepreneurial zeal: Around 40% girls and 20% boys of the youth group were willing to take up
entrepreneurship. Others were not inclined towards starting their business because of
o Lack of finances
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 Migration trends: Education related migration is mostly outward because there is no institution for
Post-graduation within the district. The district has eight B.Ed. colleges which also cater to students
of nearby districts. Employment related migration is both inwards and outwards depending upon
the season and climate. In summers it is inwards due to tourist season, agriculture and construction
related work while in winters due to harsh climate people migrate out of state for their livelihood.
Preferred destinations are metro cities, nearby states like Punjab, Haryana or other cities having
fruit related businesses. Around 60% expressed their desire to go abroad to countries like Saudia
Arabia, Kuwait and Dubai in search of job.
District ITI Bandipora currently has good education and training infrastructure9 but students are
dissatisfied with the basic amenities like drinking water and toilets. Teaching staff is inadequate as
per the number of students in ITIs10. Group was of the opinion that district educational
infrastructure requires capacity enhancement to cater to the rising demand.
 Demand for additional training / courses: Most preferred courses in the ITI are Electrician and
COPA. Reason for these preferences is more job opportunities in the public sector. The district’s
youth is interested for courses in Plumber trade, Tourist guide, Painting and Automobile sector.
 Job preference: The foremost preference of the district youth is to work in government sector.
Stated reasons of this preference are job security, less work pressure, better pay scale and added
perks. Around 35-40% is willing to join private sector but they don’t wish to leave the district for
this.
 Awareness and usage of basic technology: Around 5% of girls and 30% of boys of the group had the
basic skills of computer operation. However almost everyone acknowledged having cell phones,
email IDs, frequent usage of internet for downloading songs / movies and operating their ‘Facebook’
accounts. Students were also aware of ATM and its usage.
Unemployment rate:
As of December 2012, the employment exchange in Bandipora district had 16,937unemployed youth
registered with it. This brings the district’s unemployment rate to 10.45 per cent (number of
unemployed registered divided by the total number of people in the labour force). Based on our primary
survey, we found that the actual rate of unemployment is even higher, however, it is not calculated, as
registration with the employment exchange is a voluntary process and is not mandatory. As per the
9
Government ITIs Hajin and Gurez are currently operating in rented buildings.
10
One post each of Superintendent, Language instructor and Engineering Drawing instructor are vacant in ITI
Bandipora. One post each of Superintendent, Engineering Drawing instructor, Head assistant, Jr. Assistant and three
posts of Vocational instructors are vacant in government ITI Hajin and Gurez.
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youth group, it is believed that around 90 per cent of the youth passing out from technical and
 Private sector does not exist in the district
17200 16937
17000
16800
16600 16577
16471
16400
16200
16000
15800 15675
15600
15400
15200
15000
2009 2010 2011 2012
2010. This was due to the introduction of Voluntary Services Allowance (VSA) scheme in the State, under
which a monthly allowance is paid to the unemployed youth registered with the employment exchange.
The allowance acted as an incentive for the unemployed youth to register themselves with the
employment exchange and the number of registrations increased by 5.75 per cent between 2009 and
2010. This trend continued at a slower rate of 2 percent from 2010 to 2012 but with slight dip in 2011.
Based on our discussion with the stakeholders in the district, we found that the reasons for same are:
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exchange.
Post Graduates Diploma
ITI Trained
2% Holders
3% PUC
6% 1%
Middle
6% TDC
35%
Graduates
16%
Matric
31%
2.6. SWOT analysis
Based on the diagnostics of Bandipora district, we have prepared a SWOT (Strengths, Weaknesses,
144
Figure 48: SWOT Analysis of Bandipora district
(1) Potential for development of

scenic and adventure tourism
(1) Abundance of natural water
resources in the shape of various (2) Huge scope for the
famous springs establishment and growth of food
processing sector
(2) Presence of tourist destinations
(3) Scope for the development of
(3) Fertile land and suitable Agro fish farming
climatic conditions for agriculture
and horticulture (4) Farming of medicinal plants
(5) Hydro-electric power generation
projects
(1) Poor basic district

infrastructure, road connectivity and
power supply
(1) Increasing unemployability
(2) Poor literacy rate of the district
leading to frustration in youth
(3) Lack of employment
(2) Migration to other states /
opportunities for the district's youth
foreign countries in search of jobs
(4) Extreme and harsh weather in
winters
Weaknesses Threats
Based on our field surveys in Bandipora district, employment patterns, sectoral analysis and past growth
allied industry, food processing industry and Tourism sector.
Sectors where interventions are required in Bandipora district

Food Processing
Tourism
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identified. We estimate that between 2012 and 2022, an incremental demand for about 34,733 persons
is likely to be generated in Bandipora district. As the economy grows, employment demand in
supporting sectors such as banking and financial services, transportation, healthcare and education is
also expected to increase at a faster rate. Sectors where skill up-gradation will be required within
Bandipora district are agriculture and allied, food processing and tourism.
Table 58: Incremental Demand in Bandipora district - 2012 to 2017

Skilled and
Sector
Agriculture and allied 7,480 6,390 655 436
Trade, hotels and restaurants 532 346 133 53
Banking and insurance 318 61 102 155
Handicrafts and handlooms 1,186 356 593 237
Education 1,092 0 22 1,070
Construction 855 718 92 45
1,775 533 799 444
Gems and jewellery 56 33 12 11
Total 15,988 10,128 3,026 2,834
Table 59: Incremental Demand in Bandipora district - 2017 to 2022

146

Skilled and
Sector
Education 1,227 0 25 1,203
Healthcare 999 100 100 799
1,995 599 898 499
Total 18,745 11,420 3,515 3,810
As of 2011-12, Bandipora district has a total population of 3.85 lakh. Of this, the working-age population
is estimated at 2.12 lakh persons11, and labour force (people who have found employment and those
who are looking for employment) is estimated at 1.62 lakh persons.
11
Projections are based on the working age population of Baramulla district from which Bandipora district was
carved out.
147
Figure 49: Human resource pipeline in Bandipora district as of 2011-12
Population:
3.85 lakh
Working age
population:
2.12 lakh
Labour Force:
1.62 lakh
Source: Census 2001, Census 2011, NSSO, IMaCS Analysis

skilled labour12.
Figure 50: Human resource pipeline in Bandipora district as of 2022 (projected)
Population:
5.12 lakh
Working age
population: 2.83
lakh
Labour Force:
2.10 lakh
12
Minimally skilled refers to people at 10th Pass and below; Semi skilled refers to people above 10th Standard ,
12th Pass and ITI & Polytechnic graduates; Skilled includes Graduates (10+5) and above.
148
Figure 51: Skill wise incremental demand and supply in Bandipora district – 2012 to 2017
During the period 2012-17, we find that the excess supply of manpower in semi-skilled and skilled levels
but there is a shortage of labour in minimally skilled category.The deficit / surplus seen here are purely
quantitative in nature. Qualitative skill gaps and the demand for labour actually highlight the need for
up-skilling and re-skilling within these categories.
Most of the manpower required in the secondary sector is of minimally skilled category that is of 10 th
pass or below. They require specific industry related training (vocational training) to be made
employable.
149
Figure 52: Skill wise incremental demand and supply in Bandipora district – 2017 to 2022
4. Skill mapping
Bandipora district has 83 per cent population residing in rural area and 41 per cent of the workforce is
involved in the field of Agriculture. Horticulture, Animal Husbandry, Fishery, Apiculture, Mushroom
development, and Goat & Sheep rearing are its allied sectors. Scope of skill development and
employment generation of these sectors is being described in the following paragraphs;
 Animal Husbandry, Goat and Sheep rearing: District has huge potential in this sector as the demand
of meat, milk and eggs is increasing because of
o Huge inflow of tourists in the valley
eggs.
This sector urgently requires infrastructure improvement, Technical reinforcement and adequate
resources along with skill upgradation of stakeholders to maximize its gain.
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 Horticulture and Floriculture: Although district is making significant contribution in Horticulture but
still there is scope of increasing the production by upgrading the skills of farmers. On the other hand
Floriculture is yet to establish in this district as a significant economic activity. So development and
employment potential of this sector is huge.
 Fishery, Apiculture and Mushroom development: Given the endowment factors, development and
employment prospects of these sectors is huge in Bandipora district. However this requires parallel
efforts in infrastructure development and skilling of district populace.
 Agriculture: District agricultural department is imparting awareness and training under centrally
sponsored schemes like Rashtriya Krishi Vikas Yojna (RKVY), Macro Management Mode (MMM),
Agriculture Technology Management Agency (ATMA), Strategic Research Extension Plan (SREP),
Integrated Scheme for Oilseeds, Pulses, Oil Palm and Maize (ISOPAM), Technology Mission, and
National Watershed Development Projects for Rain fed areas (NWDPRA). There is still huge scope
for Organic and Medicinal plant farming.
sectors;

Farmer  Lack of knowledge about rain harvesting, effective ways of field
irrigation, land conservation and cattle management
 Lack understanding of vermin compositing for strengthening organic
farming
 Lack of knowledge on new techniques in agriculture, hybrid varieties of
vegetables and market demand for high end vegetables
 Lack understanding of best practices of sorting, grading and packaging
 Lack of understanding of management of weeds, insects / mites, crop
diseases and correct dosage of pesticides to protect crops and fertility of
the soil.
 Lack of knowledge on productive cultivation in green houses
Proprietor of Goat  Lack of knowledge about latest techniques of dairy and poultry
and Sheep farm / management, new machines used in this sector and cage method for
Poultry farm rearing boilers.
 Lack of knowledge about the scientific methods of farm management
food processing industry in the district. Till date this sector is at nascent stage and not getting adequate
attention of authorities as none of the district ITIs is providing a course in food processing.
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sectors;

Proprietor  Lack of awareness among the district youth about the food processing
sector and its big employment & revenue potential
 Lack of knowledge about latest techniques of preservation of fruits &
 Inadequate knowledge of ways of maintaining the quality of produce
 Poor knowledge of operating in a hygienic environment
 Inadequate networking, negotiation/bargaining skills
 Inadequate marketing skill / basic business management skills
4.3. Tourism
District Bandipora is bestowed with green and virgin meadows, untraded woodlands, perennially snow
bound peaks of Harmukh Mountains, flowing streams and healthy environment. Key tourist places in the
district are;
15. Wullar Lake
16. Athwatoo
17. Garoora Park (Wullar vintage park)
18. Nag Marg Aloosa
19. Sheera Sar
20. Zaina Lake
21. Gurez Velly
However all these are not enchanting tourists resulting in their footfall in the district because of poor
infrastructure. Only worth mentioning tourist spot is Wullar Lake but it also needs immediate attention
for becoming the hot spot in the valley.
sectors;
Tourist Guide  Lack of knowledge of all the tourist destinations in the district.
 Lack of English speaking skills
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4.4. Handloom, Handicraft and Trade
District population is also involved in the art of Carpet, Sozni, Gabba and Wood carving but the sector as
a whole is mostly unorganised. Besides this significant numbers of people are occupied in local trade
which is primarily related to fruits and vegetables.
5. Recommendations
Recommendations for Bandipora district focus on the sectors of Agriculture and allied industries, Food
5.1. Government
o Taking loan just because of their interest in the government subsidy to taking credit
facility for building a sustainable career.
153
Unorganized sector:
5.2. Industry
 Youth can be inspired for self employment by showcasing them the good case studies /
Travel, tourism and hospitality:Course modules that have an indicative duration of 6-8 weeks can be
Table 60: Indicative Skilling required in tourism in Bandipora

Tourist guide/operator  Communication skills
Food processing: Across the value chain, the following training is required which will lead to overall
154
 Formulations
 Fund management
spoilage
modules could be:
5.4. NSDC
155
8.3. Baramulla
1. Introduction
Baramulla district is bounded by Kupwara in the North, Budgam and Poonch in the South, parts of
Srinagar and Ladakh in the East and has the line of control in west. It is divided into eight tehsils -
Baramulla, Pattan, Sopore, Tanghmarg, Rohama (Rafiabad), Boniyar,Keerri and Uri. District Headquarter
Baramulla is located about at 60 Kms. from Srinagar. There is a National Highway (NH-1A) connecting
the district to the rest of the country. Baramulla city is located on the banks of Jhelum river at the
highest point of the river. Over 54 per cent of the district area is covered by forests. Key tree varieties
found are devdar, kail and cheer.
The district has several tourist attractions. The key attractions are Gulmarg, Tangmarg and Khilanmarg.
Winter sports in Gulmarg attract sports lovers from all over the world. The district is also rich in
horticultural resources. There are vast apple orchards, whereworld-class apples are grown. Thanks to
Jhelum river, the district also has a few hydro power plants, such as Lower Jehlum Hydel Project at
Gantamulla, Mohra Power House and Asthan Nallah.
Table 61: Comparison of Baramulla district with Jammu and Kashmir – Key Indicators
Indicator Year Baramulla Jammu and Kashmir
Area, in sq.km. 2011 3,353 222,236
No. of households 2001 158,901 1,559,544
Forest area as a % of total geographical area 2011 54.7% 20%
Source:Census 2001, Census 2011
with the State average as well. The key sub-sections are demography, economy, and status of education.
9.1. Demography
As per Census 2011, Baramulla district has a population of 10.15 lakh–about 8.1 per cent of the State
population. While 55 per cent of the population in the district is in working-age group (15 to 59 years),
about 32 per cent is actually working i.e. work participation rate.
The district’s literacy rate is 66.93 per cent, which is lower than the state average of 68 per cent and the
All-India average of 74 per cent. Male literacy at 77.35 per cent is significantly higher than female
literacy rate at 55.01 per cent.
156

Jammu and
Indicator Year Baramulla
Kashmir
Population, No. 2011 1,015,503 12,548,926
2001 16.8% 24.8%
population, %
SC population, % 2001 <1% 7.5%
ST population, % 2001 7.17% 10.90%
Literacy rate, % 2011 66.93% 68.74%
Main workers, No. 2001 270,992 2,608,668
Marginal workers, No. 2001 100,529 1,145,147
2001 55% 56%
total population, %
Work participation rate^, % 2001 32% 37%
*Working age population is the population in the age group of 15 to 59 years. ^ Work participation rate is defined as the
As per Census 2001, the district has a total workforce of about 371,521 persons. Of this, about 33 per
cent are cultivators, 12per cent are agricultural labourers, 12 per cent are workers in household industry
and 43per cent are other workers.
9.2. Economy
As of 2012-13, the district has an estimated GDDP at current prices of Rs.7,943 crore (IMaCS estimates).
The GDDP at constant prices is estimated to have increased at seven per cent per annum. The estimated
per capita income for the same period is Rs.76,662 per person per annum.
157
Figure 53: Estimated GDDP of Baramulla district, at current prices, in Rs. Crore
9,000
8,000 7,943
7,000 6,886
6,000 5,946
5,000
4,000 3,738
3,000
2,000
1,000
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Agriculture and allied activities employ about 45 per cent of the district population. Of the
total geographical area, about 11 per cent is under agriculture crops and about seven per cent is under
horticulture crops. Key crops grown are rice, maize, pulses and vegetables. Key fruits grown are apple
and walnuts. As per 2007 livestock census, the district is home to 141,215 cows and 10,260 buffaloes.
Among other livestock, it has 240,645 goats. The sector presents opportunity for dairy products and
cattle feed.
Industry: Industrial environment in the district is almost absent and commercial activities run on a very
small scale. There are two industrial estates, located at Baramulla and Sopore respectively. These have
an acquired land of 6.20 hectares, all of which has been developed. There are 1,413industrial units,
employing 5,048 daily workers (all employed in small scale industry). There are no large or medium scale
units in the district. Most of the industrial units in the district are involved in repairing and servicing (35
per cent). Other units are involved in activities such as steel fabrication, agro-based manufacturing,
ready-made garments, wood based furniture, and others.
Services: The service sector in the district is mainly concentrated around repairs and services of different
product groups such as automobile and electrical items.
As of 2010-11, Baramulla district had 1,252 primary schools, 835 middle schools and 224 high schools.
Table 63: School education infrastructure in Baramulla district, as of 2010-11

Primary Middle High
Total 1,252 n/a 835 n/a 224 n/a
Source: Department of Education, Kashmir
158
For higher education, the district has 8 colleges for general education, 1 BBA, 20 private B.Ed. colleges
and one engineering college. The eight general colleges in the district offer the following courses:
Table 64: Streams available with degree colleges in Baramulla district

WC Baramulla Arts, Science, Env. Sc., BCA & Comp Appl. 1986
GDC Baramulla Arts, Science, Commerce, Functional Eng., En. Sc., 1963
Fisheries, Sts., Sociology, MCVP, MCMP,
Information Technology, Bio-Tech, BCA & BBA
GDC Sopore Arts, Science, Commerce, Sericulture, Psychology, 1951
Env. Sc., Comp. Appl., BBA, Kashmiri, Bio-Tech,
Tourism & Travel Management
WC Sopore Arts, Science, Comp. Appl., Sociology Arabic 2005
Psychology & Env. Sc.
GDC Pattan Arts, Comp. Appl., History, Sociology & Env. Sc. 2005
GDC Uri Arts, Comp. Appl., Psychology, Arabic & Env. Sc. 2005
GDC Tangmarg n/a 2011
GDC Hadipora n/a 2011
Based on the date of establishment, we can conclude that in the last six years, the colleges opened
focused on arts, computer applications and environment science.
The district has six Industrial Training Institutes (ITIs) which have the seating capacity of 1,739.
Table 65: Key ITI Indicators in Baramulla District, as of 2011-12

Indicator Value
Total Seating capacity 1,739
There are also private training centres such as Multi Tech Infosystems, Rajiv Gandhi Literacy Mission,
Feature Information Technology, State Institute of Information Technology etc. They offer training in
computer, internet and related subjects.
The trades offered by ITIs in Baramulla district are tabulated below;
Table 66: Details of ITI in Baramulla District, as of 2011-12

Name of the ITI Trades Intake number Units Total Seats
ITI Baramulla Electrician 21 1 21
159

Mechanic (Radio & TV) 21 1 21
Fitter 21 1 21
Turner 16 1 16
Welder 16 1 16
Tractor Mech. 21 1 21
Stenography (Eng.) 42 2 84
Cutting and Sewing 21 1 21
Motor Mech. 21 1 21
COPA 26 1 26
CSS. 0
Tourist Guide 42 1 42
Computer Assembly & Maint. 52 1 52
Data Entry Operator 42 1 42
(Women Wings) 0
Software Application 52 1 52
Interior Decorator & Designing 21 1 21
Fashion Technology 21 1 21
Pre/Preparatory School 0
Management. 42 1 42
Electrician 21 1 21
Radio & TV Mech. 21 1 21
Stenography (Eng.) 21 1 21
Welder 16 1 16
Cutting & Sewing 21 1 21
CSS 0
COPA 26 1 26
A/C & Refrigeration 21 1 21
ITI Sopore Horticulture 26 1 26
PMRP 0
Software Application 52 1 52
Data Entry Operator 42 1 42
PPP Introduction 0
Mechanic Computer Hardware 0
Printing & Packaging 26 1 26
Desktop Publishing Operator 21 1 21
Sanitary Hardware Fitter 26 1 26
Electrician 21 1 21
ITI Uri Stenography (Eng) 21 1 21
Cutting and Sewing 21 1 21
160

Welder 16 1 16
COPA 26 1 26
Plumber 21 1 21
CSS
Driver-cum-Mechanic(LMV) 0
PPP Introduction 42 1 42
Mech. (Motor/Vehicle) 0
Modern Wood Technology 21 1 21
Mech. Consumer Electronics 21 1 21
Driver-cum-Mechanic(LMV) 26 1 26
Electrician 21 1 21
Cutting & Sewing (State) 21 1 21
Stenography (State) 21 1 21
CSS 0
COPA 26 1 26
PPP Introduction: 0
ITI Pattan
Mech. Agriculture Machinery 21 1 21
Plumber 21 1 21
Modern Wood Work 21 1 21
Draftsmen Civil 21 1 21
Electronics Mech. 21 1 21
Electrician 21 1 21
COPA 26 1 26
Dress Making 21 1 21
Domestic House Keeping 52 1 52
Management 42 1 42
Software Applications 52 1 52
Women’s ITI Rohama
Mech. Consumer Electronics 26 1 26
PPP Introduction 0
Draughtsman Civil 21 1 21
Plumber 21 1 21
IT&ESM 21 1 21
Mech. Computer Hardware 21 1 21
Electrician 21 1 21
ITI Hajan COPA 26 1 26
Plumber 21 1 21
Welder 16 1 16
161

Electrician 105 05 105
Source: Directorate of Technical Education, J&K
Unemployment rate:
As of December 2012, the employment exchange in Baramulla district had 26,981unemployed youth
group discussion, it is believed that around 85 per cent of the youth passing out from technical and
 Absence of private sector industries from the district
 Unwillingness to join private sector job outside the district / state because of prejudiced mindset
against it.
Centres
35000 32893 32908
32199
30000 26981
25000
20000
15000
10000
5000
0
2009 2010 2011 2012
162
exchange.
ITI Trained Others Degree Holders Diploma Draftsman

2% 2% 1% Holders 1%
1%
Post Graduates TDC
4% 29%
Middle
10%
Graduates
24%
Matric
26%
In the process of identifying the growth engines for Baramulla district, we held youth group discussion in
the district to understand their aspirations. They key points are summarised below:
163
 Willingness to pursue higher education: During the interaction with students, around 40 percent
girls and 30 percent boys showed their inclination towards higher education. Mostly wanted to
pursue higher studies in Food Technology, Business administration and Education related courses.
 Entrepreneurial zeal: Around 5 percent boys of the youth group were willing to take up
entrepreneurship. All girls and other boys were not inclined towards starting their business because
of
entrepreneurship was lacking among students. Few students were aware of DIC, DECC, JKEDI, RSETI
and KVI institutions existing in their district.
 Migration trends: Education and Job related migration is mostly outward because there is no
institution for post-graduation and less number of seats at graduation level. As per youth group,
people prefer to go out of state for education and out of country for job and career settlement.
Government ITIs in the district currently have satisfactory education and training infrastructure but
private technical education institutions are not suitably equipped to impart good training to
apprentices.
 Demand for additional training / courses: Most preferred courses in the ITI are Stenography
English, COPA, Tourist Guides and Cutting & Tailoring. Reason for these preferences is more job
opportunities in the public or there is market demand in general. The district’s youth is interested
for courses in Food technology, Business and Healthcare.
 Job preference: Group was of the view that unemployment rate in Baramulla district is very high
because of no job offerings. The foremost preference of the district youth is to work in government
sector. Stated reasons of this preference are job security, less work pressure, better pay scale,
added perks and above all, heightened social status. Only 4 percent students were willing to join
private sector. All the girls of the youth group preferred to work only in Baramulla district whereas
only 10 percent of boys had this preference. Overall 90 percent of boys were not willing to work in
the state and expressed their wish to take up job anywhere outside the J&K state. Almost all the
boys expressed their penchant for Arabian countries to earn honorable and handsome livelihood.
Interestingly around 30 percent boys of the group showed their willingness to work in a private
company even without pay for six months to secure a good career.
 Awareness and usage of basic technology: Around 40 percent boys and less than 5 percent girls of
the group had the basic skills of computer operation. Percentage of youth, especially girls, having
email IDs and using internet was also very less. However almost everyone was aware of ‘Google’,
‘Facebook’, ‘WhatsApp’, ATM and their intended usage. Similarly all acknowledged having cell
phones and its regular usage.
164
 Aspirations of youth belonging to families of agriculturists: Around 75 percent of the group

option.
9.6. SWOT analysis
Based on the diagnostics of the Baramulla district, we have prepared a SWOT (Strengths, Weaknesses,
Opportunities and Threats) analysis, which has been presented in the Figure below.
Figure 56: SWOT Analysis of Baramulla district
(1) Agriculture and allied including

(1) Natural beauty of hills and
horticulture
mountains, making it an attractive
tourist attraction (2)Travel, tourism and hospitality due to
scenic beauty
(2) Rich in forests
(3) Small scale service sector
(3) Rich in fruits, especially apple
opportunities
(1) Locational disadvantage - in terms of

border
(2) Lack of proper industrial (1) Border conflict with Pakistan
infrastructure (2) Lack of economic opportunities
(3) Poor higher education oppurtunities
Weaknesses Threats
165
Based on our field surveys in Baramulla district, employment patterns, sectoral analysis and past growth
allied industry, food processing industry and Tourism & hospitality sector.
Sectors where interventions are required in Baramulla district

Food Processing
Tourism and hospitality sector
is likely to be generated in Baramulla district. As the economy grows, employment demand in
also expected to increase at a faster rate. Sectors where skill up-gradation will be required within
Baramulla district are agriculture and allied, food processing and tourism & hospitality sector.
Table 67: Incremental Demand in Baramulla district - 2012 to 2017

Skilled and
Sector
Trade, hotels and restaurants 4,084 2,655 1,021 408
Education 1,782 0 36 1,746
166

Skilled and
Sector
Construction 1,396 1,172 151 73
1,166 350 525 292
Food processing 1,794 897 718 179
Total 30,961 19,468 6,083 5,410
Table 68: Incremental Demand in Baramulla district - 2017 to 2022

Skilled and
Sector Total skilled skilled skilled
Trade, hotels and restaurants 5,249 3,412 1,312 525
Banking and insurance 2,436 468 781 1,187
Education 2,002 0 40 1,962
Construction 1,447 1,215 156 76
Auto servicing 1,267 887 253 127
Healthcare 1,656 166 166 1,325
1,311 393 590 328
Gems and jewellery 1,102 650 231 220
Food processing 2,095 1,047 838 209
Total 37,164 22,480 7,320 7,364
167
As of 2011-12, Baramulla district has a total population of 10.15 lakh. Of this, the working-age
population is estimated at 5.61 lakh persons, and labour force (people who have found employment and
those who are looking for employment) is estimated at 4.24 lakh persons.
Figure 57: Human resource pipeline in Baramulla district as of 2011-12
Population:
10.15 lakh
Working age
population:
5.61 lakh
Labour
Force: 4.24
lakh
88528 persons. Of this, the majority of the labour force at 48 per cent is estimated to be minimally
skilled labour13.
Figure 58: Human resource pipeline in Baramulla district as of 2022 (projected)
Population:
12.67 lakh
Working age
population: 7
lakh
Labour Force:
5.19 lakh
13
168
Figure 59: Skill wise incremental demand and supply in Baramulla district – 2012 to 2017

During the period 2012-22, we find the excess supply of manpower in semi skilled and skilled levels but
there is a shortage of labour in minimally skilled category. The deficit / surplus seen here are purely
Most of the manpower required in the secondary sector is of minimally skilled category that is of 10th
employable.
Figure 60: Skill wise incremental demand and supply in Baramulla district – 2017 to 2022
169
11. Skill mapping

11.1. Agriculture and Allied industry
Agriculture and allied activities employ about 45 per cent of the district population. Of the total
geographical area, about 11 per cent is under agriculture crops and about seven per cent is under
horticulture crops. Key crops grown are rice, maize, oil seeds, pulses and vegetables. Key fruits grown
are apple and walnuts. The district has potential for horticulture and animal husbandry:
Horticulture:
Apple is the key horticulture crop, with 24,565 hectares under its production (84 per cent of the total
area under horticulture crops). Other key crops include walnut (next to apple), pear, almond, apricot,
peach, cherry, grapes, olive, citrus and others. For development of horticulture, the Government has
started aiding the farmers with construction of fruit and vegetable mandis / markets in various districts.
One such market is being getting constructed at Baramulla, for which land has already been acquired.
Currently, the market is under construction.
Animal husbandry:
As per 2007 livestock census, the district is home to 141,215 cows and 10,260 buffaloes. Among other
livestock, it has 240,645 goats. The district has 16 per cent of the total livestock in the State.
The sector presents opportunity for dairy products and cattle feed.
Skill gaps in agriculture and allied sector are given in the table below:
Job role Skill gaps
Cultivator / agricultural • Lack of awareness of the modern farming techniques

labourer • Lack of awareness on agricultural implements
• Lack awareness of the extension services
• No knowledge on the extent to which the primary produce
can be modified to increase the value
• Lack of knowledge on vermin composite for organic farming,
poly house and open cultivation techniques
• Lack of knowledge on product diversification
• Lack of knowledge on product marketing
• Lack of knowledge about hygiene and house sanitation for
goat and sheep rearing
11.2. Travel, tourism, hospitality and trade
170
Baramulla enjoys religious importance. It has Hindu Teeratha, Buddist Vihars, Sikh gurudwaras and many
Muslim shrines as well. Some of the key religious places in Baramulla include Zeyarat Baba Reshi,
Tangmarg; Zeyarat Baba Shakoor-ud-din, Watlab; Zeyarat Tujjar Sharief, Sopore; Zeyarat Janbaz Wali,
Baramulla; Imambara Goom, Ahmadpora; and Zeyarat Dastigeer Sahib, Baramulla.
Baramulla also has beautiful hills and mountains which attract tourists from all over the world. Places
like Gulmarg, Tangmarg and Khilanmarg are blessed generously with natural endowments, scenic
splendour, places of tourist interest, snow clad mountain peaks and challenging tracks. Winter sports in
Gulmarg attract sports lovers from all over the world.
Gulmarg gondola (cable car) is one of the most attractive tourist destinations. Other tourist places
include Wular lake (Asia’s largest fresh water lake), Manasbal Lake (a bird watching paradise),
Manimarg, Vijimarg, and Mahalishamarg.
Beauty of Baramulla
Source: baramulla.nic.in
Skill gaps in the tourism and hospitality segment are given in the table below:
Job role Skill gaps
Tour operators / travel guides • Lack of soft skills

• Inability to network with customers and allied entities
• Poor customer service quality
Hotels – managers and other • Lack of soft skills

staff (caterers, housekeeping, • Lack of customer relationship management and allied
gardening etc.) services
171
11.3. Others
As per Ministry of MSME, Government of India, some of the other potential areas of development in the
district include:
 Servicing of automobiles, electronics and electrical items
 Thermo / plastic ware
 Mineral water
 Agriculture implements / tools
 Steel almirah fabrications
 Horticulture based industry
 Extraction of minerals
 Manufacturing of cement tiles
 Sports goods
 Plywood industries
 Food industries, and
 Bakery products
12. Recommendations
Recommendations for Baramulla district focus on the sectors of agriculture and allied, Food Processing,
travel; tourism and hospitality and other small scale sectors. Some of these sectors will have
recommendations for the private sector, which will directly translate, to skills being developed and the
others will need Government intervention to facilitate improvements.
12.1. Government

 Conduct skilling drives to initiate cultivators and agricultural workers in modern methods of farming
 Focus on skilling in growing organic crops, which are in high demand in the market
 Ramp-up the extension services knowledge offered especially for animal husbandry
 Focus on disseminating more knowledge of growing horticulture crops and their packaging and
marketing
 Special focus on skills pertaining to processing of apples into jams, squashes, pickles etc.
Food processing sector:
 Start courses for
o Provision of nutrition to livestock through non-traditional natural resources available in
abundance in the district
o Management of ‘Slaughter House’
o Handling of ‘Mutton’ and ‘Wool Processing’ units
o Cold chain management
o Management of Storage and Warehouses
Travel, tourism and hospitality
172
 Department of Tourism to focus on job roles such as cab drivers, tour guides, travel agents, hotel
managers, hospitality related staff and catering
 Training to be disseminated in both local and English language
 Focus also to be placed on knowledge of local tourist attractions, religious tourism, adventure
tourism and nature treks
 Special focus also to be placed on etiquette and training on offering world class services, as Gulmarg
attracts international tourists as well
Focus on market relevant courses

 Focus on providing training in market relevant sectors which have been mentioned in the section
above (under other sectors)
12.2. Industry
 Industry to collaborate (either individually or through industrial associations) with training providers
in agriculture and allied sectors (especially animal husbandry and horticulture), Food Processing,
travel; tourism and hospitality and other small scale sectors
 Industry to collaborate with sector skill councils in fulfilling their mandate of developing sector
specific competency standards and other skilling related objectives

Private training providers can collaborate with Government Departments to provide training in
agriculture and allied sectors, especially in animal husbandry and horticulture. Under horticulture, some
of the crops that can be emphasized upon are apples, walnuts, pear, almond, apricot, peach, cherry,
grapes, olive and citrus.
 Formulations
 Fund management
spoilage
173

Course modules that have an indicative duration of 6-8 weeks can be organized at Baramulla which aim
at improving the skills set of people employed across the value chain. The challenge will be to source the
youth to attend these skilling initiatives.
Table 69: Indicative Skilling required in tourism in Baramulla

Tourist guide/operator 1. Communication skills
2. Route optimization – especially to create hubs that can club
the religious places, high altitude lakes and valleys
3. Courses to engage with the customer i.e. soft skills training
4. Basic first aid training
Hospitality establishments 1. Basic computer courses
2. Communication skills
3. Culinary courses
4. Basic trouble shooting skills
Special personnel 1. Trekking experts
2. Adventure sports experts
3. Religious tourism experts
Other sectors
Private training providers can also provide training in small scale sectors such as servicing of
automobiles, electronics and electrical items; thermo / plastic ware; mineral water; agriculture
implements / tools; steel almirah fabrications; horticulture based industry; extraction of minerals;
manufacturing of cement tiles; sports goods; plywood industries; food industries, and bakery
products.
12.4. NSDC
 Food Industry Capacity and Skill Initiative Society, Agriculture Skill Council of India, Apparel, Made-
ups and Home Furnishing Sector Skill Council and Textile and Handloom Sector Skill Council
 Scope for skilling interventions in collaboration with Food Industry Capacity and Skill Initiative
Society, Agriculture Skill Council of India, Apparel, Made-ups and Home Furnishing Sector Skill
Council and Textile & Handloom Sector Skill Council and private training providers in the sectors of
Food Processing, Agriculture, Handloom and Handicraft.
 It should focus on increasing participation from regional private skill training providers with focus on
the sectors of horticulture, animal husbandry, travel, tourism and hospitality and other small scale
sectors
174
8.4. Budgam
1. Introduction
The district of Budgam lies in the Kashmir region in the state of Jammu and Kashmir. The district was
formed in 1979 and has its headquarters in Budgam. The district is bounded by Baramulla and Srinagar
district in the north, Pulwama district in the south and Poonch district in the south west. It has an area
of 1371 square kilometers. It is sub-divided into six sub districts and has 496 villages. The district is
divided into eight blocks and five assembly constituencies. The urban areas constitute only about 13
percent of population.
Agriculture is the one of the main source of employment, as 43 per cent of the total workers (as of
Census 2011) are involved in agriculture. The remaining is in household industry at 14 per cent and
other workers14 at 43 per cent. The major crops cultivated in the district are paddy and maize and the
major non-food crop is fodder. The main horticulture crop in the district in terms of fresh fruit is Apple
while in terms of dry fruit is Walnut. The district also has potential for Sheep rearing activity. In addition,
the district has several artisans who are involved in handloom and handicraft sector.
Table 70: Comparison of Budgam district with Jammu and Kashmir – Key Indicators
Indicator Year Budgam Jammu and
Kashmir
Area, in sq.km. 2011 1371 2,22,236
No. of households 2011 1,03,363 21,19,718
Source: Census 2011, District at a Glance of Budgam
2.1. Demography
As per Census 2011, Budgam district has a population of 7, 53,745– about six per cent of the State
population. Around 28.5 per cent of the population in the district are actually working i.e. work
participation rate.
14
Other workers include all government servants, municipal employees, teachers, factory workers, plantation workers, those
engaged in trade, commerce, business, transport banking, mining, construction, political or social work, priests, entertainment
artists, etc. In effect, all those workers other than cultivators or agricultural labourers or household industry workers are 'Other
Workers'.
2
Census of India(2011)(www.censusindia.gov.in)
175
All-India average of 74 per cent. Male literacy at 52 per cent is higher than female literacy rate at 36 per
cent.
Jammu and
Indicator Year Budgam
Kashmir
Population, No. 2011 7,53,745 12,541,302
Decadal growth rate of population, % 2001-11 21.18% 23%
District’s share in State’s population, % 2011 6% 100%
2011 13% 27.4%
population, %
SC population, % 2011 0% 7.4%
ST population, % 2011 3.2% 11.90%
Literacy rate, % 2011 44.5% 56.4%
Main workers, No. 2011 1,32,003 26,44,149
2001 56.76% 56%
total population, %
Source: Census 2011, District at a Glance of Budgam
percentage of total workers (main and marginal workers) to total population. It is also known as the labour force participation
rate.
As per Census 2011, the district has a total workforce of about 2, 14,866 persons. Of this, about 26 per
cent are cultivators, 17 per cent are agricultural labourers, about 14 per cent is workers in household
industry and 43 per cent are other workers.
2.2. Economy
As of 2012-13, the district has an estimated GDDP at current prices of Rs.3, 751 crore (IMaCS
estimates). The GDDP at constant prices is estimated to have increased at six per cent per annum. The
estimated per capita income for the same period is Rs.49, 919 per person per annum.
176
Figure 61: Estimated GDDP of Budgam district, at current prices, in Rs. Crore
4,000 3,751
3,500 3,251
3,000 2,808
2,500
2,000 1,785
1,500
1,000
500
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Budgam’s economy is driven by the agriculture and the allied activities. About 41,542
hectares is the net sown area in 2011-12. Paddy, maize and oilseed are the main sown food crops.
Fodder is the main non-food crop that is sown. The district has 79,885 operational holdings. Around 88
per cent of the land in the district is held by marginal farmers. The farmers of the district also lack
understanding of the modern farming technology and equipments.
Table 72: Area and production for different agriculture crops in the district of Budgam
S. No. Name of the crop Production in 2011-12 (MT) Production in 2012-13 (MT)
1 Paddy 75000 75000

2 Maize 39000 39000
3 Wheat 2300 2300
4 Pulses 7740 7750
5 Vegetable 178000 178000
6 Fodder 420000 420000
7 Oilseed 14200 14200
The main horticulture crops in the district are of Apple (Fresh fruit) and Walnut (Dry fruit). The
“delicious” apples are produced over an area of 10,816 hectares with a production of 63,673 MT while
the “W.D.Red” apples are produced over an area of 2,666 hectares with a production of 13,189 MT.
Table 73: Area and production for different horticulture crops in the district of Budgam during 2013-14
Name of the crop Area in Hectare Production in (MT)
Apple 14,768 86,047
Pear 1,806 8,325
Cherry 185 584
Peach 51 87
Plum 963 1659
177

Apricot 62 160
Grapes 11 43
Others 593 187
Total- Fresh fruits 18,439 96,932
Walnut 4,962 14,800
Others 2475 3815
Total –Dry fruits 14,787 32,615
Grand total 33,001 129,547
The district also has potential for animal husbandry. The number of sheep breeders registered in the
district till 2013 is 12,400.
Table 74: Statistics of Animal Husbandry in 2007

Sl No. Name of the Livestock Number of units
1 Cattle 178682
2 Buffalo 486
3 Horse/Pony 5201
4 Sheep 194964
5 Goat 43062
6 Poultry 555406
Industry: Budgam is not an industrially well established district as most of the units are micro or small
scale in terms of employment generation. The district has 2374 registered industrial units which provide
employment to 3972 souls. The district has two large medium and large scale units which provide
employment to 175 persons. Some of the major units in the district are FIL industries, Comfort Polymers,
J.N. Oil and Chemicals, Alba Powers, M.S. Agro Industries and Himalaya Rolling Industries.
Table 75: Industrial area in the district of Budgam

Name of Land Land No. of No. of No. of No. of units
industrial area acquired developed (in plots allotted vacant in
(in Kanals) hectares) plots plots production
Industrial estate,
102 5 12 12 - 66
Barzulla
Industrial estate,
1159 58 126 126 - 96
Rangreth
Industrial estate,
1008 50 - - - -
Ompora
178
The handicrafts and handloom sector has a lot of potential in the district. But this sector is unorganised
as households are involved in the complete production process. The district has more than 50,000
artisans, registered and unregistered, in the handicrafts sector. While the district has more than 10,000
handloom weavers in both organised and unorganised sector.
Table 76: Craft wise total registered units up to June 2013

S No. Craft Artisans registered
1 Shozni embroidery 18331
2 Carpet 5418
3 Stapple 2638
4 Crewal 593
5 Paper machie 82
6 Willow work 196
7 Pottery 22
8 Tapestry 177
9 Kani shawl 217
10 Zari 245
11 Namda craft 05
12 Leather embroidery 06
13 Khatam bandh 04
14 Chain stitch 28
Total 27,968
Source: Handicrafts department Budgam
services. The youth of the district prefer to work in services as it offers white collar jobs.
As of 2011-12, Budgam district had 1,261 schools, with 46,979 students enrolled. The district has 716
primary schools, 426 Middle schools and 119 High schools.
Table 77: School education infrastructure in Budgam district, as of 2011-12

Primary Middle High
No. of No. of No. of
Type institutes Enrollment institutes Enrollment institutes Enrollment
Government 716 48327 426 24590 119 21665
Source: District at a glance, Budgam 2010-11
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For higher education, the district has five colleges for general education. The five general colleges in the
district offer the following courses:
Table 78: Streams available with degree colleges in Budgam district

GDC Budgam Arts,Science, Comp. Appl., Sociology & Env. Sc. 2005
GDC Beerwah Arts, Science, Comp. Appl., Commerce & En. Sc. 2005
GDC Khansahib Arts & Env. Sc 2008
GDC Charar-i-Sharief Arts & Env. Sc 2011
GDC Magam Arts & Env. Sc 2005
focused on arts, science, Sociology and environment science only. There are no engineering or technical
colleges.
Budgam district also has 12 Private colleges which include seven colleges for Bachelor of education
(B.Ed), 5 general degree colleges, three colleges for Bachelor of business administration (BBA), one
college for Bachelor of computer application (BCA) and one college for Law.
The district has two ITIs with total capacity of 650 students.
Table 79: Key ITI Indicators in Budgam District, as of 2011-12

Indicator Value
Total Seating capacity 650
Table 80: Details of Govt. ITIs for Budgam district

No. of Seating
Name of ITI Trade Duration Intake Units Capacity
Electrician 02 21 1 21
Radio & TV Mech. 02 21 1 21
Motor Mech. 02 21 1 21
Electronic Mech. 02 21 1 21
Welder 01 16 1 16
ITI Budgam
Stenography 01 21 1 21
COPA 01 26 1 26
Network Technician 06 Months 42 1 42
Building Maintenance 06 Months 42 1 42
COPA 01 26 1 26
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No. of Seating
Front Office Assistant 06 Months 42 1 42
Sanitary Hardware Fitter 06 Months 42 1 42
Printing & Packaging 06 Months 52 1 52
A/C & Refrigeration 02 21 1 21
Cutting and Sewing 01 21 1 21
Total 435 15 435
Stenography (Eng.) 01 21 1 21
Cutting & Sewing 01 21 1 21
COPA 01 26 1 26
Mech. Repair and Maintenance of
ITI
L/V 01 21 1 21
Chararisharief
Preservation of Fruits & Vegetable 01 21 1 21
Refrigeration & A/C 02 21 1 21
Electronics Mech. 02 21 1 21
Total 215 9 215
In the process of identifying the growth engines for the Budgam district, we also held a discussion with a
youth group in the district to understand their aspirations. They key points are summarised below:
Sector Interests Youth Aspirations

High Low
Employment Potential High - Agriculture
Low Govt. jobs in PSUs Manufacturing
 Demand for additional training / courses: The district’s youth is interested to undergo the training
programs which could enhance their chances to get employment opportunities like spoken English
courses, personality development, basic computer courses, etc.
 Satisfaction with existing education infrastructure: The youth of the district is satisfied with the
quality of existing education infrastructure of the district but they wish that the capacity of
education infrastructure should be increased as there are only few technical institutes.
 Job preference: The youth of the district prefer to work in government sector as it offers a secure
source of income, adequate salary, work life balance and added perks. If they are not able to get
government jobs then they would prefer entrepreneurship. Working for the private sector is their
last preference.
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 Entrepreneurial zeal: As mentioned above, the youth of the district would prefer to do self
employment if they are unable to get government jobs.
 Migration trends: The youth of the district are reluctant to migrate to other states. Although they
are ready to migrate to foreign countries in search of better employment opportunities.
2.5. Unemployment Scenario
Unemployment rate:
As of December 2012, the employment exchange in Budgam district had 30,212 unemployed youth
with the employment exchange is a voluntary process and is not mandatory.
Reasons of unemployment:
Centre
31000
30212
30000
29000 28641
28000 27677
27000
26000 25628
25000
24000
23000
2009 2010 2011 2012
Source: Department of Employment, Jammu and Kashmir
The number of unemployed youth registered with the employment exchange saw an increasing trend
from 2009 to 2012. This was due to the introduction of Voluntary Services Allowance (VSA) scheme in
the State, under which a monthly allowance is paid to the unemployed youth registered with the
182
themselves with the employment exchange and the number of registrations increased by 17.9 per cent
between 2009 and 2012.
December 2012, majority of the registered unemployed were TDC passed at 29.1 per cent, followed by
matric passed at 25.7 per cent, graduates passed at 13.2 percent, PUC passed at 10.2 per cent, middle
passed at 4.9 per cent, diploma holders at 4.7 per cent, post graduates at 4.1 percent, ITI trained at 3.5
per cent remaining 4.8 per cent are in others category which include illiterate, degree holders, drafts
and skilled other than etc.
Centres, by level of education, as of December 2012
ITI Trained 3.5%
Post Graduates
Diploma 4.1%
Holders 4.7%
Others 4.8%
Middle 4.9%
TDC 29.1%
PUC 10.2%
Graduates Matric 25.7%
13.2%
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2.6. SWOT analysis
Based on the diagnostics of the Budgam district, we have prepared a SWOT (Strengths, Weaknesses,
Opportunities and Threats) analysis, which has been presented in Figure 64 below.
Figure 64: SWOT Analysis of Budgam district
(1) Proximity to Srinagar

(1) Food processing sector
(2) Presence of skilled artisans in
Handicraft and Handloom sector (2) Sheep rearing
(3) The environment supports (3) Handicraft and Handloom sector
supports agriculture and allied
avtivities
(1) The district has only few

educational instutues which is not
enough to provide adequate education
to the youth of the district (1) Inadequate employment
opportunities will lead to migration
(2) The district’s literacy rate is 44.5 of skilled workers to foreign
per cent, which is much lower than all- countries in middle east.
India average of 74 per cent
(3) Lack of employment opportunities
for the district's youth
Weaknesses Threats
Based on our field surveys in Budgam district and sectoral analysis on its strengths and weaknesses as
well as based on the demand numbers, we have found out that sectors which require skilling
interventions are mainly agriculture and allied activities and handloom and handicrafts. In addition, the
district also has small-unorganized manufacturing and engineering industries, which do not have
significant employment generation potential.
184
Sectors where interventions are required in Budgam

Handicraft and Handloom
is likely to be generated in Budgam district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Budgam and where skill up-gradation will be
required within Budgam are Agriculture and allied and Handicraft and Handloom.
Table 81: Incremental Demand in Budgam - 2012 to 2017

Minimally Semi
Sector Total skilled skilled Skilled
Tourism, Travel, Hospitality & Trade 3,246 2,110 812 325
Handicrafts and handlooms 4,685 1,406 2,343 937
Education 1,617 0 32 1,585
Building Construction and Real estate 1,075 902 116 56
technician, TV technician) 687 206 309 172
Textile and clothing 124 62 50 12
Total 28,275 17,608 5,920 4,746
185
Table 82: Incremental Demand in Budgam - 2017 to 2022

Minimally Semi
Agriculture and allied 13264 11,331 1,161 773
Tourism, Travel, Hospitality & Trade 4172 2,712 1,043 417
Transport, storage and communication 2477 1,728 583 167
Handicrafts and handlooms 4990 1,497 2,495 998
Education 1818 0 36 1,781
Building Construction and Real estate 1114 935 120 58
Healthcare 1382 138 138 1,106
Total 33246 20,087 6,899 6,260
As of 2011-12, Budgam district has a total population of 7.35 lakh persons. Of this, the working-age
186
Figure 65: Human resource pipeline in Budgam district as of 2011-12
Population:
7.35 lakh
Working age
population:
4.17 lakh
Labour
Force: 3.08
lakh
66,392 persons. Of this, the majority of the labour force at 45.9 per cent is estimated to be minimally
skilled, 31.9 per cent is estimated to be semi-skilled and the remaining 22.2 per cent is estimated to be
skilled labour15.
Figure 66: Human resource pipeline in Budgam district as of 2022 (projected)
Population:
9.26 lakh
Working age
population: 5.25
lakh
Labour Force:
3.79 lakh
Source: Census 2001, Census 2011, IMaCS analysis
15
187
Figure 67: Skill wise incremental demand and supply in Budgam district – 2012 to 2017
During the period 2012-2017, we find that the excess supply of manpower in semi skilled and skilled
levels and deficit supply of manpower in minimally skilled level this trend continues for 2017-22 period
too. Most of the manpower is required for the services sectors where mostly skilled manpower is
employed. But for other sectors from the secondary sector, most manpower required is minimally
skilled category may be one where people are of 10th pass or below or semi skilled (10+2, ITIs etc), they
require specific industry related training (vocational training) to be made employable.
Figure 68: Skill wise incremental demand and supply in Budgam district – 2017 to 2022
188
4. Skill mapping
4.1. Agriculture and Allied sector
The sector of Agriculture and allied activity provides employment to around 44 per cent of Budgam’s
population. Paddy, maize, vegetables and oilseed are the main food crops while fodder is the main non-
food crops which are cultivated in the district. The main horticulture crops in the district are of Apple
(Fresh fruit) and Walnut (Dry fruit). In terms of Animal Husbandry, training for shearing had been
provided to eight persons in 2012-13.
Based on our stakeholders’ discussions, we have found out the following skill gaps which are faced by
the sector in the district:
Table 83: Skill gaps in Agriculture and allied sector

Job role Skill gaps
Cultivator / Agricultural  Inadequate awareness about the best practices to ensure best
labourer quality and higher production.
 Inadequate understanding of sanitization of vegetables and fruits by
dripping and flowers by spraying.
 Lack of ability to ensure prevention of microbial contamination of
fresh produce
 Inadequate knowledge to assure the quality of seeds.
 Inadequate awareness about hygiene and sanitation practices.
 Lack of adequate understanding about the best practices of sorting,
grading and packaging.
 Lack of knowledge about pest control, which includes management
of weeds, insects / mites, and diseases
4.2. Unorganized sector – Handicrafts and Handlooms
The handicrafts and handlooms is another major source of employment for the people of the district.
The district has more than 50,000 artisans, registered and unregistered, in the handicrafts sector. While
the district has more than 10,000 handloom weavers in both organised and unorganised sector.
 Handloom: The district is famous for its specialised weaving of fabrics. The district also has a
total of six training centres, out of which four provide training in handloom weaving while the
other two provide training in Kanishawl and cutting and tailoring. All the training centres are
only for female students. Each handloom weaving centre has a capacity for 10 students while
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cutting and tailoring training center has a capacity for 15 students and Kanishwal training centre
has a capacity for 16 students. The duration of the complete course is of one year.
 Handicraft: The major crafts which are practiced in the district are Shawl embroidery, Sozni
craft, Carpet weaving, Kani shawl, Willow wicker, Zari, Wood carving, Crewel, Paper Machie,
Copper ware, Meenakari, etc. The district has a total of 73 training centres, out of which 56
provide elementary training while 17 provide training advance training. The duration of
elementary training is of one year while the duration of advance training is of two years. Each
training centre has a capacity for 25 students.

Craft No. of elementary training centre No. of advance training centre
Crewal 14 6
Staple 11 5
Carpet 1 -
Shozni 12 3
Tapestry 7 3
Chain 7 -
Paper machie 8 -
Wood carving 6 -
Kani shawl 1 -
Capper ware 2 -
Zari 4 -
The district has 59 handicraft cooperative societies with 10 members in each society. Based on our
stakeholders’ discussions, we have found out the following skill gaps which are faced by the sector in the
district:
Table 84: Skill gaps in Handicraft and Handloom
Job role Skill gaps
Artisans  Inadequate negotiation skills so as to get the adequate value for their
product
 Inability to ensure the required quality of the final product
 Inadequate awareness about the latest trending designs
 Inadequate understanding about the market and requirements of
consumers so as to get designs made accordingly
 Lack of awareness of the schemes offered by the government
 Lack of ability to adequately market their product
5. Recommendations
Recommendations for Budgam district are for the government, industry, private training players and
NSDC.
190
5.1. Government
 The district does not have the adequate capacity to provide technical training to the youth of
the district. So, the government must establish more technical training institutes in the district.
 As per the requirement of the industry, the curriculum used in the educational institutions
should be redesigned. It should also include internships, basic computer operation course, basic
financial literacy course and personality development programs like spoken English and field
visits so that the student can gain practical exposure of the industry.
 The government must promote employment exchange to act as a placement body for the
unemployed youth of the district. It should be supported in terms of infrastructure and staff so
that it can facilitate adequate employment opportunities for the youth of the district.
 The district’s literacy rate is 44.5 per cent, which is lower than the state average of 56 per cent
and much lower than the all-India average of 74 per cent. The government should create
adequate education infrastructure in the district so as to increase literacy in the district.
5.2. Industry
 The existing industry could mentor the youth of the district in understanding the skill
requirements of the industry. The youth of the district should also be motivated for self
employment by offering them apprenticeships, factory visits, guest lecture from the industry
experts, etc.
 The industry could collaborate with private training providers to establish private ITIs and
Polytechnics and support them in terms of placement, infrastructure, faculty, curriculum, etc.

 Provide short term courses in handlooms and handicrafts sector in terms of
o the latest designs, technology and methods used in the sector
o awareness about the customer’s requirement
o soft skills like negotiation skills, team management, basic computer operation, etc
5.4. NSDC
 It could partner with the local training institutes to provide training in the district in the relevant
sectors i.e. handloom and handicraft
 It could encourage its private training partners to leverage on the existing education
infrastructure of the district.
191
8.5. Doda
1. Introduction
Doda district lies in eastern part of Jammu region of the Indian state of Jammu and Kashmir. It has a
total land area of 4,500 square kilometres. In july 2006, the state govt has trifurcated the district into
three districts viz Doda, Ramban & kishtwar for making the whole area administratively manageable.
Doda is surrounded by Anantnag district of Kashmir division from North, District Kishtwar in the North-
East, South and South-West are bordered by the district Udhampur, Kathua and Chamba district of
Himachal Pradesh, on its West is district Ramban, from East and South-East is Leh District.
Doda district has been carved out from the erstwhile district Udhampur in 1948, and is the third largest
in terms of area after Leh and Kargil and13th largest by population lying in the outer himalayan range in
J&K State, the district falls between 32 degree-53’ and 34 degree 21’ North latitude and 75 degree-1'
and 76 degree-47' East longitude.
Doda district has rich potential in travel, tourism and hospitality sector because of presence of many
tourist spots like Bhaderwah, Lal Draman, Dal Draman and Chinta Valley etc.
It is sub-divided into four tehsils and eight blocks namely Bhaderwah, Gandoh, Thathri, Doda, Gundna,
Baghwah, Assar & Marmat and has 403 villages. The urban areas constitute about 8.2 percent of
population and about 92.0 percent lives in the rural areas of villages. Agriculture is the main occupation,
employing 54.0 per cent of the labour force (as of Census 2011). The remaining is in household industry
at 1.3 per cent and other workers16 at 44.7 per cent.2 Agriculture is mainly dominated by cultivation of
Wheat, Maize, Paddy and Oilseeds. The major horticulture crops in Doda district Apple, Pear and
Walnut.
Table 85: Comparison of Doda district with Jammu and Kashmir – Key Indicators
Indicator Year Doda Jammu and Kashmir
Area, in sq.km. 2011 4,500 222,236
No. of households 2011 79,636 1,559,544
Source: Census 2001, Doda Statistical Handbook 2011-2012
16
Workers'.
2
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2.1. Demography
As per Census 2011, Doda district has a population of 409,576 – about 3.2 per cent of the State
population. About 37.1 per cent is actually working i.e. work participation rate.
The district’s literacy rate is 65.97 per cent, which is slightly higher than the state average of 68 per
cent and lower than the All-India average of 74 per cent. Male literacy at 80.36 per cent is
significantly much higher than female literacy rate at 50.34 per cent.

Jammu and
Indicator Year Doda
Kashmir
Population, No. 2011 409,576 12,541,302
2011 8.0% 24.8%
population, %
SC population, % 2011 13.0 % 7.5%
ST population, % 2011 9.6% 10.90%
Literacy rate, % 2011 65.9% 69.7%
Main workers, No. 2011 79,377 2,608,668
2001 53.77% 56%
total population, %
Work participation rate^, % 2011 37.1% 37%
As per Census 2011, the district has a total workforce of about 151,912 persons. Of this, about 46.0 per
cent are cultivators, 8.0 per cent are agricultural labourers, about 1.3 per cent is workers in household
industry and 44.7 per cent are other workers.
2.2. Economy
estimates). The GDDP at constant prices is estimated to have increased at seven per cent per annum.
The estimated per capita income for the same period is Rs.130, 325 per person per annum.
193
Figure 69: Estimated GDDP of Doda district, at current prices, in Rs. Crore
6,000 5,487
5,000 4,756
4,107
4,000
3,000 2,420
2,000
1,000
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Of the total area of sq. km 4500 in the district, 522 Sq.km net sown area (cultivated land).
Key agriculture crops are Maize, Paddy, and Wheat and Oil seeds
Horticulture: Doda district has great potential of horticulture due to favorable climatic conditions. The
key horticulture crops are Apple, Walnut and Pear etc.
Animal Husbandry: Doda district has high potential for sheep and animal husbandry. Livestock rearing
is an important occupation of the village folks in general and migratory population of Doda. According to
18th Livestock census 2007, reveals that the district has a cattle population of 2.23 Lakh, 0.24 Lakh
buffaloes, 3.63 Lakh sheep, 1.19 Lakh goats and 2.10 poultry. Sector presents opportunity for dairy
products and cattle feed.
Industry: Doda district has zero industrial base and commercial activities run on a very small scale. There
is only one industrial area in Doda with acquired land of 54.6 hectare, all of which has been developed.
There are 275 industrial units, employing 559 daily workers (all employed in small scale industry). There
are no large or medium scale units in the district. Units are involved in activities such as agro based,
woollen, silk and artificial thread based clothes, readymade garments and embroidery, wood based
furniture, Metal based, and Mineral based.
As of 2011-12, Doda district had 1,452 schools, with 87,748 students enrolled. The district has 793
primary schools, 490 Middle and 169 High schools.
194
Table 87: School education infrastructure in Doda district, as of 2011-12

Primary Middle High
Total 793 46,540 490 22,554 169 18,654
Source: Department of Education, Jammu
For higher education, the district has four colleges for general education. The four general colleges in
the district offer the following courses:
Table 88: Streams available with degree colleges in Doda district

GDC Doda Arts, Science, BCA, Env. Sc, Philosophy 1989
GDC Bhaderwah Arts, Science, Commerce, En. Sc, BCA, Sociology, 1954
Electronics, Islamic Studies & Microbiology
GDC Kilhotran Arts & Env. Sc. 2008
GDC Thathri Arts & Env. Sc. 2011
focused on arts, science, Sociology, Philosophy, BCA, Commerce, Microbiology, Islamic studies and
environment science only. There are no engineering or technical colleges.
The district has three ITI, one polytechnic (for technical education).
Table 89: Key ITI Indicators in Doda District, as of 2011-12

Indicator Value
Total Number of it is 3
Table 90: Details of Govt. ITIs for Doda district

No. of Seating
Welder 01 16 1 16
Plumber 01 21 1 21
ITI Doda
COPA 01 26 1 26
Tourist Guide 06 Months 42 1 42
Draftsmen Civil. 02 21 1 21
195
No. of Seating
Information Technology 02 21 1 21
Mech. Computer Hardware 02 21 1 21
Total 231 9 210
Plumber 01 21 1 21
Mason 01 21 1 21
Welder 01 16 1 16
ITI Stenography (Eng.) 01 21 1 21
Bhadarwah Cutting & Sewing 01 21 1 21
COPA 01 26 1 26
Mech. Motor/Vehicle 02 21 1 21
Mechanic Computer Hardware 02 26 1 26
Total 257 11 257
COPA 01 26 1 26
Stenography (English) 01 21 1 21
Dress Making 01 21 1 21
Mech. Consumer Electronics 02 21 1 21
Pre/Preparatory School Management. 06 Months 42 1 42
Women ITI Domestic House Keeping 06 Months 42 1 42
Bhaleesha Electrician 02 21 1 21
Draughtsman Civil 02 21 1 21
Plumber 01 21 1 21
Welder 01 16 1 16
Total 273 11 273
There are also private training centres such as Alfallah Vocational Training Centre, Chinab Hill Trust, and
Modern Computers.These provide training in sectors such as banking and accounting, garment making,
ICT, electrical and construction.
196
Unemployment rate:
As of December 2012, the employment exchange in Doda district had 26,092 unemployed youth
Centre
60000
50729 50656
48396
50000
40000
30000 26092
20000
10000
0
2009 2010 2011 2012
The number of unemployed youth registered with the employment exchange saw a decreasing trend
from 2009 to 2012. This was due to the no-renewal of registration and not fulfilling the criteria for
Voluntary Services Allowance (VSA) scheme in the State. However, the number of registrations saw a
huge decline in 2012. Based on our discussion with the stakeholders in the district, we found that the
reasons for same are:
introduction of the scheme
197
December 2012, majority of the registered unemployed were matric passed at 37.5 per cent, followed
by middle passed at 29.8 per cent, TDC passed at 26.2 percent, graduates at 4.8 percent, remaining 1.7
per cent are in others category which include illiterate, post graduates, diploma holders, PUC, degree
holders, drafts and skilled other than.
0 0 0 0 Others 1.7%
Graduates
4.8%
TDC 26.2% Matric 37.5%
Middle 29.8%
In the process of identifying the growth engines for the Doda district, we held youth group discussion in
the district to understand their aspirations. They key points are summarized below:
Youth Aspirations
Sector Interests
High Low
Agriculture/Travel,
High -
Employment Potential Tourism and Hospitality
Low Civil/IT Construction
 Entrepreneurial zeal: Of the total Youth surveyed, Almost 90 per cent of the youth not shown their
interest towards starting their own business due to risk, lack of information and they feel that they
are not financially sound to start their own business.
 Migration trends: Majority of the youth want to migrate from Doda for better job opportunities in
the cities like Jammu and Delhi NCR.
198
 Job Preference: Majority of the Youths, want to do job preferably Government jobs due to job
security, high salary and low work pressure in Government sector.
 Salary expectations: The salary expectation of an ITI trainee after completion of their studies is Rs.
15,000 to 20,000.
 Preference towards Institutes: Students prefer Government ITIs rather than private because of low
fees, better infrastructure and adequate facilities
 Demand for Civic amenities: Based on the discussion with Youth, they want hostel facility, vehicle
parking, drinking water and clean toilet facilities within the training institutes.
 Willingness to pursue higher education: Based on our discussion with the youth, majority of the
youth want to go for higher degrees like B. Tech and AMI.
 Demand for placement cell: Students believe that institutions should have placement cell with
placement officer that helps them to get jobs in their related field.
 Demand for counseling classes: Based on the discussion with youth, they want counseling classes
with respective to their career.
199
2.6. SWOT analysis
Based on the diagnostics of the Doda district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 72: SWOT Analysis of Doda district

mountains (1)Horticulture
(2) Abundant grass lands, natural beauty (2) Tourism, Travel and Hospitality
of hills and mountains (3) Agriculture and allied
(3) Availability of workforce
(1) Lack of infrastructure i..e roads,

hospital and colleges. (1) Dependency of Youth towards
(2) Zero industrial base Government jobs
(4) Lack of Skilled Man power (2) More prone to Earthquakes
(5) Absence of enterpreneurship among
peoples
Weaknesses Threats
200
Based on our field surveys in Doda district, employment patterns, sectoral analysis and past growth
across sectors, we have found out that sectors which require skilling interventions are mainly agriculture
and allied tourism and hospitality industry, Handicraft and Handloom and other sector (including mini
and small scale activities).
Sectors where interventions are required in Doda

Travel, Tourism and Hospitality
Other Manufacturing
is likely to be generated in Doda district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Doda and where skill up-gradation will be
required within Doda are Agriculture and allied, Travel, tourism and Hospitality, Handicraft and
Handloom and Other manufacturing.
(inclusive of construction, food processing and fabrication etc) will generate about 565 jobs and about
602 jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is projected to 12,985
and about 15,378 for the period 2017 to 2022, most of which are in the minimally skilled category in the
whole ten year period.
Table 91: Incremental Demand in Doda - 2012 to 2017

Minimally Semi
Tourism, Travel, Hospitality & Trade 601 390 150 60
Transport, storage and communication 978 682 230 66
Handicrafts and handlooms 33 10 16 7
201
Minimally Semi
Education 575 0 11 563
Total 12,985 9,462 1,702 1,821
Table 92: Incremental Demand in Doda - 2017 to 2022

Minimally Semi
Agriculture and allied 9516 8,129 833 554
Healthcare 1017 102 102 814
Total 15378 10,621 2,052 2,705
As of 2011-12, Doda district has a total population of 4.09 lakh persons. Of this, the working-age
202
Figure 73: Human resource pipeline in Doda district as of 2011-12
Population:
4.09 lakh
Working age
population:
2.19 lakh
Labour Force:
1.72 lakh
skilled labour17.
Figure 74: Human resource pipeline in Doda district as of 2022 (projected)
Population:
5.54 lakh
Working age
population:
2.97 lakh
Labour Force:
2.27 lakh
17
203
Figure 75: Skill wise incremental demand and supply in Doda district – 2012 to 2017
During the period 2012-17, we find that the excess supply of manpower in all the three categories and
this trend continues for 2017-22 period too.
may be one where people are of 10th pass or below or semi skilled (10+2, ITIs etc), they require specific
Figure 76: Skill wise incremental demand and supply in Doda district – 2017 to 2022
204
4. Skill mapping
Based on our field surveys in Doda district we have mapped the skill requirements and the gaps faced by
the sector in the section below.
Agriculture is the main source of employment as it employs 54 per cent of the total workforce in the
district. The major crops grown in the district are Maize, Wheat, Paddy and Oilseeds. The net sown
area of Doda district is about 52,200 hectares. The district has potential for horticulture and animal
husbandry.
Some of the areas in which people are employed and skills can be developed are:
Horticulture: Due to temperate as well as sub tropical climate, Doda district offers immense scope
for horticulture activities. The agro climatic conditions of the district suitable for growing
horticulture crops like Apple, walnut and Pear etc. The growers are having limited fruit plantations
at their farm and there is good scope for establishing and developing orchards on commercial basis.
Animal husbandry: Animal husbandry has great potential in Doda district, livestock is important
source of several value added products, which are not properly processed and utilised as a
commercial activity, but have immense future business potential. Rearing of livestock is a core
activity of communities such as Gujjar, Bakerwal and Paharis.
According to 18th Livestock census 2007, reveals that the district has a cattle population of 2.23
Lakh, 0.24 Lakh buffaloes, 3.63 Lakh sheep, 1.19 Lakh goats and 2.10 poultry. Sector presents
opportunity for dairy products and cattle feed.
Mountains terrain, least road connectivity, frequent draughts and occasion natural calamities like
excessive snowfall had reduced the pace of livestock development.
Bottlenecks in livestock production:
 Insufficient infrastructure
 Lack of technical man power
 Paucity of funds
 Lack of modes of communication
Job role Skill gaps
Cultivator / agricultural • Inadequate crop cultivation knowledge

labourer/Farmers • Lack of knowledge of diseases management
• Lack of knowledge of latest agriculture technology and
practices.
• Lack of knowledge of raw material used for making crop
compose
• Lack of crop compose skills
• Lack of knowledge of branding, grading and packaging.
205
Job role Skill gaps
• Inadequate knowledge of machine rearing of livestock

• Lack of knowledge of post- harvest technologies
• Lack of logistics management skills
• Lack of warehouse management skills
4.2. Travel, Tourism, Hospitality and Trade

The District has good potential for tourism including pilgrim and adventure tourism owing to its
captivating scenic splendor, pilgrim centres and lofty mountain peaks. Doda abounds in scenic spots.
With large forest area, snow-clad peaks, virgin trekking routes and majestic Chenab river passing
through it, the district offers a variety of tourist spots, health resorts and trekking routes. But, for
the communication constraints, the district would have attracted a sizeable chunk of home/foreign
tourists18.
Table 94: Key Tourists spots in Doda

Tourist spot Description
Bhaderwah Bhaderwah also known as “Nagon ki bhoomi” means ‘land of Snakes'. Bhaderwah
is known for a pilgrimage for the Hindus known as the Kailash Yatra, which takes
place every year in the month of August.
Lal Draman Lal Draman is a beautiful spot 15 kms. north-west of Doda, amidst lofty deodar
and fir trees, is one of the best tourist site of the district
Dal Draman It is about 20 Kms. from Doda in the north-east of Doda. From Doda to
Udhyanpur, the journey is by Bus and therafter, 5Kms. journey on foot
Chinta Valley Chinta Valley, surrounded by thick coniferous forests, is a picturesque valley
situated in Bhaderwah at an elevation of 6500 ft above sea level
Seoj Meadow The meadow, also known as Seoj Dhar locally, is surrounded by magnificent snow-
covered mountains on all sides.
Source: www.Doda.gov.in
Source: www.Doda.gov.in
18
Data on number of tourists visited in Doda not available
206
Table 95: Skill gaps in Travel, Tourism and Hospitality sector

Job role Skill gaps
Tour operators / travel guides • Lack of time management skills

• Limited information on tourist spots
• Inadequate knowledge of route optimization
• Inadequate English and soft skills
Hotels – managers and other • Inadequate soft skills

staff (caterers, bell boy, • Lack of knowledge of customer orientation
housekeeping, gardening etc.) • Inadequate knowledge of discipline and hygiene
• Lack of professional knowledge of hotel management
• Lack of basic etiquettes knowledge
4.3. Handicraft and Handloom
The department of handicraft and handloom is running 21 (14 for handicraft and 7 for handloom)
training centers in the Doda district where training to unemployed youth of the district especially to
women folk is being imparted. Crewel, Stapple, Sozni; Carpet weaving, Phoolkari , Chamba and Leath-
Cum-Lacquer etc are major handicraft and handloom crafts.
The passing out trainees are being registered with the Handicrafts department as artisans and to
establish individual unit, financial assistance in the shape of loan is being provided through various
banks on interest subsidy.
Table 96: Skill gaps in Handicraft and Handloom in Doda district
Job Role Skill gaps

Artisans/Trainees  Lack of knowledge of new designs preparation
 Lack of product innovation skills
 Lack of knowledge of modern techniques and practices.
 Inadequate self employment skills among artisans
 Lack of marketing skills
4.4. Others
district include:
 Repairing & Servicing of Automobiles
 Repairing & Servicing of Electronics Items
 Repairing & Servicing of Electrical
 Agro based Industries
 Fabrications works
207
 Food processing industries

 Thermo/Plastic ware
 Mineral Water
 Agriculture Implement/Tools
 Horticulture based Industries
 Extraction of Minerals
 Manufacturing of Cement Tiles
5. Recommendations
Recommendations for Doda district focus on the sectors of agriculture and allied, travel, tourism and
hospitality, Handicraft and Handloom and other small scale sectors. Some of these sectors will have
5.1. Government
Agriculture and Allied
 Department of agriculture and horticulture should focus on conducting training programs
related to modern techniques and practices of agriculture and allied activities.
 Focus on introducing courses related to processing of fruits into value added products
 Focus on introducing courses on warehouse management, retail management and logistics and
marketing.
 Conducting skills drives on fruits grading, branding and packaging among growers.

 Department of tourism focus on disseminating knowledge on various tourists spots
 Focus on developing self employment among youth by conducting knowledge drives on benefits
of tourism and travel in Doda district.

Department of handicraft and handloom should focus on introducing courses on:
 Modern techniques and practices
 New design development
 Product innovation
 Marketing of products
 Cost, time and quality management in collaboration with private training players

 Focus on providing training in market relevant sectors which have been mentioned in the
section above (under other sectors)
208
5.2. Industry
 Industry can collaborate with the training providers in agriculture and allied sectors(especially
horticulture) and travel, tourism and hospitality sector
 Industry to collaborate with sector skill councils in fulfilling their mandate of developing sector

Course modules that have an indicative duration of 6-8 weeks can be organized at Doda town which aim
Table 97: Indicative Skilling required in tourism in Doda

Tourist guide/operator  Basic etiquettes skills
 English speaking
 Route optimization – especially to create hubs that can club
 Safety Protocols
 Basic trouble shooting skills
 Team Management
Table 98: Indicative Skilling required in Handicraft and Handloom sector in Doda
Artisans/trainees  Modern techniques and practices
 Marketing
 Cost, time and quality management
209
.1. NSDC
NSDC and its training partner’s interventions required through funding of private training through sector
skills councils (SSCs). In addition to this, NSDC can also assist and encourage private players to offer the
mentioned courses within the district:
 Agriculture and allied sector
 Handicraft and Handloom
 Other Sectors
210
8.6. Ganderbal
1. Introduction
The district of Ganderbal lies in the Kashmir region in the state of Jammu and Kashmir. It is among the
eight new districts, which came to existence in 2007. It was formed from the tehsil of Ganderbal and
Kangan of the Srinagar district. The district is bounded by Bandipore district in the north, Kargil district in
the east, Anantnag district in the south east, Srinagar district in the south and Baramullla district in the
south west. It has an area of 393 square kilometers. It is sub-divided into three sub districts and has 136
revenue villages. The district is divided into four blocks namely Ganderbal, Wakura, Lar and Kangan. The
urban areas constitute only about 16 percent of population.
The district derives its name from the famous spring of Ganderbhawan, which used to be the gateway to
central Asia in ancient times. The Sindh River flows through the district supporting three hydroelectric
power stations which are Lower Sindh Hydroelectric Power Project Ganderbal, Upper Sindh
Hydroelectric Power Project 1st Kangan and Upper Sindh Hydroelectric Power Project 2nd Sumbal. The
district also has potential for tourism as it has some very beautiful tourist spots like Sonamarg, Manasbal
Lake, Harmukh, Gangabal Lake, etc.
Agriculture is the one of the main source of employment, as 34 per cent of the total workers (as of
Census 2011) are involved in agriculture. The remaining is in household industry at eight per cent and
other workers19 at 58 per cent. The major crops cultivated in the district are paddy and maize and the
major non-food crop is fodder. The main horticulture crop in the district in terms of fresh fruit is Apple
while in terms of dry fruit is Walnut. The district also has potential for Sheep rearing activity. In addition,
the district has several artisans who are involved in handloom and handicraft sector.
Table 99: Comparison of Ganderbal district with Jammu and Kashmir – Key Indicators
Indicator Year Ganderbal Jammu and
Kashmir
Area, in sq.km. 2011 393 2,22,236
No. of households 2011 45,361 21,19,718
Source: Census 2011, District at a Glance of Ganderbal
19
Workers'.
2
211
2.1. Demography
As per Census 2011, Ganderbal district has a population of 2, 97,446 – about 2.4 per cent of the State
population. Around 34 per cent of the population in the district are actually working i.e. work
participation rate.
All-India average of 74 per cent. Male literacy at 57.1 per cent is higher than female literacy rate at 38
per cent.
Jammu and
Indicator Year Ganderbal
Kashmir
Population, No. 2011 2,97,446 12,541,302
2011 15.8% 27.4%
population, %
SC population, % 2011 0.0% 7.4%
ST population, % 2011 20.5% 11.90%
Literacy rate, % 2011 48.2% 56.4%
Main workers, No. 2011 52,949 26,44,149
2001 NA 56%
total population, %
Source: Census 2011, District at a Glance of Ganderbal
rate.
As per Census 2011, the district has a total workforce of about 1, 00,890 persons. Of this, about 15 per
cent are cultivators, 19 per cent are agricultural labourers, about eight per cent is workers in household
2.2. Economy
212
Agriculture: Ganderbal’s economy is driven by the agriculture and the allied activities. The district has
two agriculture subdivisions, 15 agriculture zones and 75 agriculture circles. About 14,438 hectares is
the net sown area. Paddy, maize and oilseed are the main sown food crops. Fodder is the main non-food
crop that is sown. The district has 47,434 farm operating families. Thus, most of the land in the district is
held by marginal and small farmers. The farmers of the district also lack understanding of the modern
farming technology and equipments.
Table 101: Area and production for different agriculture crops in the district of Ganderbal
S. No. Name of the crop Area in Hectare Production in 2012- Targeted Production in
13 (MT) 2013-14 (MT)
1 Paddy 8600 38.70 39.56
2 Maize 4273 12.82 13.67
3 Wheat 50 0.15 0.15
4 Pulses 600 1.20 1.32
5 Vegetable 1100 16.50 17.60
6 Fodder 3425 120.00 128.50
7 Oilseed 3727 3.70 3.70
The main horticulture crops in the district are of Apple (Fresh fruit) and Walnut (Dry fruit). Most of the
production of Apple takes place in the blocks of Lar (Area: - 2,735 Hectare; Production: - 26,339) and
Wakura (Area: - 1,750 Hectare; Production: - 16,220). Most of the production of Walnut takes place in
the blocks of Kangan (Area: - 2,130 Hectare; Production: - 4007) and Lar (Area: - 1,579 Hectare;
Production: - 3067).
Table 102: Area and production for different horticulture crops in the district of Ganderbal
Apple 6382 57146
Pear 379 3372
Cherry 946 2052
Peach 108 416
Plum 178 1113
Apricot 117 504
Grapes 160 332
Quince 89 660
Strawberry 17 1.3
Pomegranate 07 3.4
Others 15 10
Total- Fresh fruits 8398 65609.7
Walnut 4713 9032
Almond 117 31
213

Others 25 05
Total –Dry fruits 4855 9068
Grand total 13291 74689.7
The district also has potential for apiculture i.e. Bee keeping. The district has 738 functional Bee hives in
2011-12 with a production of 5110 Kg of Honey and 30 Kg of Bee wax. The number of function Bee hives
has increased to 860 in 2012-13. The district also has potential for animal husbandry. The number of
sheep breeders registered in Sheep Extension Centers (SECs)/ First Aid Centers (FACs) till 2013 is 3,364.
Other than these the district has more than 1,500 sheep breeders who haven’t registered. The district
also has 27 sheep extension centers.
Table 103: Statistics of Animal Husbandry

Sl No. Name of the Livestock Number of units
1 Cattle 44,717
2 Buffalo 1,001
3 House/Pony 2,055
4 Sheep 35,479
5 Goat 10,448
Several people have benefited under different government schemes for Animal Husbandry till March
2013 as shown in Table 104.
Table 104 : Animal Husbandry Schemes
Scheme Units Employment
Mini sheep farm 19 38
RKVY - Sheep 14 14
RKVY - Goat 3 3
Backyard Sheep farm 9 9
SCAT TSP 59 59
IDS-RR of NABARD 23 23
Industry: Ganderbal is not an industrially well established district as most of the units are micro or small
scale in terms of employment generation as each unit generates, on an average, employment for only
six people.
Table 105: Details of year wise distribution of employment generation in manufacturing sector
214
Year Total Number of Total investment in Total employment Average number

units set up in the the district(Lakh) generated in the of employees per
district district unit
2007-08 25 213.8 109 4
2008-09 39 221 161 4
2009-10 48 491.76 210 4
2010-11 25 814.32 172 7
2011-12 38 1,409.04 276 7
2012-13 (Upto
September 6 167.43 37 6
2012)
2013-14 (Upto
9 173.55 50 6
July 2013)
The district also has one industrial area which has 76 units in production as shown in table below, which
on an average, generate an employment for around 460 people.
Table 106: Industrial area in the district of Ganderbal

Name of Land Land No. of No. of No. of No. of units
industrial area acquired developed (in plots allotted vacant in
(in hectares) plots plots production
hectares)
Industrial estate,
5.3 5.3 92 92 - 76
Gnaderbal
The handicrafts and handloom sector has a lot of potential in the district. But this sector is unorganised
as households are involved in the complete production process. The district has more than 15,000
artisans, registered and unregistered, in the handicrafts sector. While the district has more than 1,000
handloom weavers in both organised and unorganised sector.
Table 107: Craft wise total registered units between October 2007 and March 2013
1 Shawl embroidery 2,023
2 Carpet weaving 416
3 Kani shawl 26
4 Willow wicker 122
5 Zari 25
6 Wood carving 2
7 Crewel 17
215

8 Paper Machie 2
9 Copper ware 2
Total 2,635
services. The youth of the district prefer to work in services as it offers white collar jobs.
As of 2011-12, Ganderbal district had 646 schools, with 63,912 students enrolled. The district has 355
primary schools, 219 Middle schools and 72 High schools.
Table 108: School education infrastructure in Ganderbal district, as of 2010-11

Primary Middle High
No. of No. of No. of
Type institutes Enrollment institutes Enrollment institutes Enrollment
Government 328 12,053 163 17,582 40 10,441
Private 27 2,680 56 9,437 32 11,719
Total 355 14,733 219 27,019 72 22,160
Source: District at a glance, Ganderbal 2010-11
For higher education, the district has two colleges for general education. The two general colleges in the
Table 109: Streams available with degree colleges in Ganderbal district

GDC Ganderba Arts, BCA, En. Sc Geography, Commerce, Sts, & 2003
Fun. Eng
GDC Kangan Arts, BCA, En. Sc Geography, Commerce, Sts, & 2011
Fun. Eng
focused on arts, science, geography, commerce, English and statistics. There are no engineering or
technical colleges.
Ganderbal district also has three Private colleges for Bachelor of education (B.Ed).
The district has one polytechnic and two ITI.
216
Table 110: Key ITI Indicators in Ganderbal District, as of 2011-12

Indicator Value
Table 111: Details of Govt. ITIs for Ganderbal district

No. of Seating
Welder 01 16 1 16
Carpenter 01 21 1 21
COPA 01 26 1 26
ITI Ganderbal
Draftsman (Civil) 02 21 1 21
Refrigeration & A. C. 01 21 1 21
Sanitary Hardware Fitter 01 26 1 26
Total 246 11 246
COPA 01 26 1 26
Management Months 42 1 42
Mechanic Consumer Electronics 02
Women ITI
02 Months 21 1 21
Kangan
Plumber 01 21 1 21
Machinist 02 16 1 16
Total 189 8 189
In the process of identifying the growth engines for the Ganderbal district, we also held a discussion
with a youth group in the district to understand their aspirations. They key points are summarised
below:
217
Sector Interests Youth Aspirations

High Low
Employment Potential High - Agriculture
Low Govt. jobs in PSUs Manufacturing
 Demand for additional training / courses: The district’s youth is interested to undergo the training
programs or courses like English spoken courses, personality development, basic computer courses,
etc. which could enhance their chances to get employment opportunities.
 Satisfaction with existing education infrastructure: The youth of the district is satisfied with the
quality of existing education infrastructure of the district. But they are dissatisfied with the capacity
of education infrastructure as the district has only few technical institutes and only one degree
college.
 Job preference: The youth of the district prefer to work in government sector. This preference is
driven by several factors like secure source of income, adequate salary, work life balance and added
perks. If they are not able to get government jobs then they would prefer for self employment. Their
last preference would be to work in private sector.
 Entrepreneurial zeal: As mentioned above, the youth of the district would prefer to do self
employment if they are unable to get government jobs.
 Migration trends: The youth of the district are reluctant to migrate to other states as they are
skeptical about the environment in other states. Although they are ready to migrate to foreign
countries in search of better employment opportunities.
Unemployment rate:
As of December 2012, the employment exchange in Ganderbal district had 8,205 unemployed youth
218
Centre
15000
10091 11024 10253
10000 8205
5000
0
2009 2010 2011 2012
2010. However, the number of registrations saw a decline in 2012. Based on our discussion with the
stakeholders in the district, we found that the reasons for same are:
graduates passed at 14.4 per cent, matric passed at 10.1 percent, PUC passed at 9.6 per cent, middle
passed at 9.1 per cent, diploma holders at 2.1 per cent, post graduates at 3.2 percent, ITI trained at 3.4
per cent remaining 1.3 per cent are in others category which include illiterate, degree holders, drafts
and skilled other than etc.
219
ITI Trained 3.4% Post Graduates
Diploma Holders
2.1% 3.2%
Others 1.3%
Middle 9.1%
TDC 46.8%
PUC 9.6%
Graduates
14.4%
Matric 10.1%

2.6. SWOT analysis
Based on the diagnostics of the Ganderbal district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 79: SWOT Analysis of Ganderbal district
(1) Potential for food processing

(1) Presence of tourist destinations sector
(2) Presence of skilled artisans in (2) Scope for the development of
Handicraft and Handloom sector toursim sector
(3) Proximity to Srinagar (3) Potential for Handicraft and
(4) The environment supports Handloom sector
supports agriculture and allied (4)Development of Sheep rearing
avtivities
(1) The district has only few (1) Unadequate employment

educational instutues which is not opportunities will lead to migration
enough to provide adequate education of youth to foreign countries in
to the youth of the district middle east
(2) The district’s literacy rate is 48.2 (2) The marginal farmers
per cent, which is much lower than all- predominate the district. So, due to
India average of 74 per cent indequate number of agro based
industries, they are not able to get
(3) Lack of employment opportunities proper returns . Thus, they could
for the district's youth loose interest in agriculture activities
Weaknesses Threats
220
Based on our field surveys in Ganderbal district and sectoral analysis on its strengths and weaknesses as
interventions are mainly agriculture and allied activities, handloom and handicrafts and tourism. In
addition, the district also has small-unorganized manufacturing and engineering industries, which do not
have significant employment generation potential.
Sectors where interventions are required in Ganderbal

is likely to be generated in Ganderbal district. As the economy grows, employment demand in
also expected to increase at a faster rate. Sectors that are unique to Ganderbal and where skill up-
gradation will be required within Ganderbal are Agriculture and allied, Travel, tourism and Hospitality
and Handicraft and Handloom.
Table 112: Incremental Demand in Ganderbal - 2012 to 2017

Minimally Semi
Transport, storage and communication 1,344 937 316 90
221
Minimally Semi
Total 7,643 3,988 1,948 1,707
Table 113: Incremental Demand in Ganderbal - 2017 to 2022

Minimally Semi
Healthcare 1009 101 101 807
Total 9497 4,647 2,295 2,555
222
As of 2011-12, Ganderbal district has a total population of 2.97 lakh persons. Of this, the working-age
population is estimated at 1.86 lakh persons20, and labour force (people who have found employment
and those who are looking for employment) is estimated at 1.26 lakh persons.
Figure 80: Human resource pipeline in Ganderbal district as of 2011-12
Population:
2.97 lakh
Working age
population:
1.86 lakh
Labour Force:
1.26 lakh
skilled labour21.
Figure 81: Human resource pipeline in Ganderbal district as of 2022 (projected)
Population:
4.39 lakh
Working age
population:
2.76 lakh
Labour
Force:
1.80 lakh
20
Working age population number for 2011-12 and 2022 (Projected) is calculated on the basis of percentage of
working age population of Srinagar district, as Ganderbal district is carved out from Srinagar district in 2007.
21
223
Figure 82: Skill wise incremental demand and supply in Ganderbal district – 2012 to 2017

During the period 2012-2017, we find that the excess supply of manpower in minimally skilled, semi
skilled and skilled levels and this trend continues for 2017-22 period too.
Figure 83: Skill wise incremental demand and supply in Ganderbal district – 2017 to 2022
224
4. Skill mapping
4.1. Agriculture and Allied sector
The sector of Agriculture and allied activity provides employment to around 34 per cent of Ganderbal’s
population. The district has 47,434 farming families. Paddy, maize and oilseed are the main food crops
while fodder is the main non-food crops which are cultivated in the district. The main horticulture crops
in the district are of Apple (Fresh fruit) and Walnut (Dry fruit). The district also has two government
farms for floriculture which is spread over an area of 52 Kanals and three nurseries for sericulture over
an area of 97 Kanals.
The training programs conducted in the district by the Agriculture department are divided into three sub
categories:
 Agriculture Technical Training Program: Scientists from KVKs and Agriculture University of
Kashmir conduct short term refresher courses for trainers in agriculture as well as in its allied
activities like Horticulture, Floriculture, Animal Husbandry, etc.
 Awareness camps: The awareness camps takes place at two levels viz. district level and
provincial level awareness camps is for few major farmers from each district of the province. But
these famers have the responsibility to spread awareness in their district. Each awareness camp
has 300-400 participants and there are 2-3 awareness camps each year.
 Exposure visits: in order to provide adequate transfer of knowledge to the farmers, they are
provided exposure visits to various reputed institutes. Some of these institutes are Punjab
Agricultural University, KVK Ambala, KGK Ambala, Extension Education Institute at Nelakhari in
Haryana, National Dairy Reaearch Institute at Karnal in Haryana, Wheat Reaearch Institute at
Karnal, NSSB Haryana, Central Institute of Vegetable Excellent Project In Garaunda, PUSA Delhi,
Y.S.Pramod University of Horticulture and Science In Himachal Pradesh (H.P.), Horticulture
Research Institute in H.P., Central Institute of Potato Research in H.P., Hissar Agriculture
University, etc.
In terms of Animal Husbandry, training for shearing had been provided to five persons in 2011-12 and
seven persons in 2012-13.

Job role Skill gaps
Cultivators / Agricultural  Inadequate knowledge about pest control, which includes
225
Job role Skill gaps
labourers management of weeds, insects / mites, and diseases.

 Lack of knowledge to assure the quality of seeds.
 Lack of awareness about the best practices to ensure best quality
and higher production.
 Inability to ensure prevention of microbial contamination of fresh
produce.
 Inadequate understanding about the best practices of sorting,
grading and packaging.
 Lack of understanding of sanitization of vegetables and fruits by
dripping and flowers by spraying.
 Lack of awareness about hygiene and sanitation practices.
4.2. Handicrafts and Handlooms
The handicrafts and handlooms is another major source of employment for the people of the district.
The district has more than 15,000 artisans, registered and unregistered, in the handicrafts sector. While
it has more than 1,000 handloom weavers in both organised and unorganised sector.
 Handloom: The district is famous for its specialised weaving of fabrics like Pashmina, Raffal, Silk
Sarees and Cotton items. The Narayan Bagh is famous for its Kanishawls. The district has seven
cooperative societies registered with the Handicraft department with a total membership of 102
weavers. Out of these seven, five are adequately functioning. The district has 381 registered
units. The district also has a total of four training centers, out of which three provide training in
handloom weaving while the one provide training in Pashmina spinning. All the training centers
are only for female students. Each handloom weaving centre has a capacity for 10 students
while Pashmine spinning center has a capacity for 15 students. The duration of the complete
course is of one year.
 Handicraft: The major crafts which are practiced in the district are Shawl embroidery, Sozni
craft, Carpet weaving, Kani shawl, Willow wicker, Zari, Wood carving, Crewel, Paper Machie,
Copper ware, Meenakari, etc. The district has a total of 37 training centers, out of which 29
provide elementary training while eight provide training advance training. The duration of
elementary training is of one year while the duration of advance training is of two years. Each
training center has a capacity for 25 students.
Table 115: Skill gaps in Handicraft and Handlooms
Job role Skill gaps
Artisans  Lack of understanding about the market and requirements of

consumers so as to get designs made accordingly.
226
Job role Skill gaps
 Lack of negotiation skills so as to get the adequate value for their

product.
 Inadequate awareness of the schemes offered by the government.
4.3. Tourism
The district also has potential for tourism as it has some very beautiful tourist spots. These tourist
destinations attract both domestic and international tourists22. Some of the prominent tourist
destinations are:
 Sonamarg
 Manasbal Lake
 Harmukh
 Gangabal Lake
 Kheer Bhawani temple
 Narang temple
Based on our stakeholders’ discussions, we have found out the the guides at these tourist destinations
require training in terms of:
Table 116: Skill gaps in Tourism sector

Job role Skill gaps
Tourist guide  Creating awareness among the tourist to not to litter the place
 Knowledge of the tourist destinations
 Familiarity with multiple languages
5. Recommendations
Recommendations for Ganderbal district are for the government, industry, private training players and
NSDC.
22
Data on number of tourist for Ganderbal district is not available
227
5.1. Government
 The district has only one polytechnic and only two ITIs. Thus, the district does not have the
required capacity to provide technical training to the youth of the district. The government must
establish more technical training institutes in the district.
 The educational institutes do not have adequate placement cells. The government must
incentivize employment exchange to act as a placement body for the unemployed youth of the
district. The government should support it in terms of infrastructure and staff so that it can
facilitate adequate employment opportunities for the youth of the district.
 The curriculum used in the educational institutions should be redesigned as per the requirement
of the industry. The curriculum should include internships and field visits so that the student can
gain practical exposure of the industry. The curriculum should also include basic computer
operation course, basic financial literacy course and personality development programs like
spoken English.
 The district’s literacy rate is 48.2 per cent, which is lower than the state average of 56 per cent
and much lower than the all-India average of 74 per cent. The government should create
adequate education infrastructure in the district so as to increase literacy in the district.
5.2. Industry
 The existing industry could mentor the youth of the district in understanding the skill
requirements of the industry by motivating them for self-employment, offering them
apprenticeships, factory visits, guest lecture from the industry experts, etc.
 The industry could collaborate with private training providers to establish private ITIs and
Polytechnics. The industry could provide their support to the private training providers in terms
of placement, infrastructure, faculty, curriculum, etc.

 Provide short term courses in handlooms sector in terms of
o the latest designs and methods used in the handloom industry
o awareness about the requirement of the customer
o soft skills like negotiation skills, team management, basic computer operation, etc
 Short term courses like basic communication skills, awareness about the local tourist spots, etc
for guides and drivers.
5.4. NSDC
 It could form partnership with the local training institutes to provide training in the district in
the relevant sectors i.e. handloom, handicraft and tourism
 It could encourage its private training partners to leverage on the existing education
infrastructure of the district.
228
8.7. Jammu
1. Introduction
Jammu district, the winter capital of the state of Jammu and Kashmir is also known as the “city of
temples”. It has a total land area of 3,097 square kilometers, which is 1.3 per cent of the total State
area. Jammu district is situated in South-East part of the Jammu and Kashmir state. It is bordered by
Samba district from South-East, Udhampur district from East, Reasi district from North, Rajouri district
and POK (Bhimber) from North-West and Pakistan (Sialkote) in west.
It is sub-divided into four tehsils and eight blocks namely, Akhnoor, Bhalwal, Bishnah, Khour, Marh,
Ranbir Singh Pura, Satwari and Dansal and has 1,162 villages. The urban areas constitute about 50.0 per
cent of population and about 50.0 per cent lives in the rural areas of villages.
As mentioned earlier, Jammu is also known as the City of Temples owing to the number of historical
temples and domes of old mosques located within the city. It is also the second largest city in the state.
The district is also blessed with number of tourist spots like Bahu Fort, Amar Mahal, Rani Charak Mahal
etc.
Jammu district is the largest contributor to the state economy with 10,598.44 crore of GDDP (2009-10)
among the 14 districts for which data was available.
The district is the most industry oriented district in the state. It has 10,531 industrial units employing
around 62,000 people. Some of the prominent industrial units in Jammu district are Dabur India Ltd,
Reckitt Benckisar, Ultimate Flexi Pack Ltd, Jai Juice Pvt. Ltd, Sun Pharmaceutical, Lupin Ltd, Biostadt India
Ltd, Saraswati Agro Chemicals India (P) Ltd, Meddlay Pharmaceuticals, Ruchi Soya Industries, Surya
Biscuits Industries and Jyothy Laboratories Ltd etc.
Jammu district also has great potential for handicraft and handloom. The major handicraft and
handloom crafts are staple embroidery, Crebble, cutting and tailoring, carpet weaving, toys and doll
making and LCL (Lath-cum-Lacquara)
Table 117: Comparison of Jammu district with Jammu and Kashmir – Key Indicators
Indicator Year Jammu Jammu and Kashmir
Area, in sq.km. 2011 3,097 222,236
No. of villages 2011 1,162 6,652
No. of households 2011 314,199 1,559,544
Jammu Statistical Handbook 2011-2012
229
2.1. Demography
As per Census 2011, Jammu district has a population of 15,26,406 – about 12.1 per cent of the State
population. While 61 per cent of the population is in the working age group, only about 33 per cent
are working.
The district’s literacy rate is 83.98 per cent, which is much higher than the state average of 68 per
cent and also higher than the All-India average of 74 per cent. Male literacy at 89.77 per cent is
significantly much higher than female literacy rate at 77.41 per cent.

Jammu and
Indicator Year Jammu
Kashmir
Population, No. 2011 15,26,406 12,541,302
2011 50.0% 24.8%
population, %
SC population, % 2011 24.7 % 7.5%
ST population, % 2011 4.5% 10.90%
Literacy rate, % 2011 83.9% 69.7%
Main workers, No. 2011 410,334 2,608,668
2001 61.4% 56%
total population, %
2.2. Economy
estimates). The GDDP at constant prices is estimated to have increased at eight per cent per annum. The
Figure 84: Estimated GDDP of Jammu district, at current prices, in Rs. Crore
230
18,000 16,673
16,000 14,452
14,000 12,480
12,000
10,000 8,202
8,000
6,000
4,000
2,000
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Of the total area of 3,097 square kilometers in the district, 906 square kilometers is net
sown area (cultivated land) around 29.2 per cent. Agriculture is mainly dominated by paddy, wheat,
maize and oil seeds and horticulture crops like mango, citrus and amla.
Industry: As of 2011-2012, the district has six industrial areas, totalling in 8,708 Kanals land. Of this, 951
kanals has been allotted so far.Jammu district has 10,531 industrial units, employing 62,625 persons
including 38 medium scale units. These include companies like Dabur India Ltd, Reckitt Benckisar,
Ultimate Flexi Pack Ltd, Jai Juice Pvt. Ltd, Sun Pharmaceutical, Lupin Ltd, Biostadt India Ltd, Saraswati
Agro Chemicals India (P) Ltd, Meddlay Pharmaceuticals, Ruchi Soya Industries, Surya Biscuits Industries
and Jyothy Laboratories Ltd etc.
Small scale units involved in metal based, agro based, ready-made garments & embroidery, repairing
and services, steel fabrication and engineering units, chemicals based, and electrical machinery and
transport equipment.
Table 119: List of operational medium scale industrial units in Jammu district
Sl.
Name of the unit End Product
No.
1 Jai Beverages Ltd Beverages Products
2 Jai Juice Pvt. Ltd Beverages Products
3 Dabur India Ltd Food, health care and personal care products
4 Reckitt Benckiser Cleaning and personal care products
5 Ultimate Flexi Pack Ltd Packaging materials
6 Montage Enterprises Pvt. Ltd Packaging materials
7 Sun Pharmaceutical Industries Pharmaceuticals Products
8 Hindustan coco cola Ltd Beverages Products
9 Pearl Drinks Ltd Beverages Products
10 Meddlay Pharmaceuticals Pharmaceuticals Products
231
Sl.
No.
11 Eurobond Industries Pvt. Ltd Sanitary wares
12 Saraswati Agro Chemicals India (P) Pesticides, insecticides and fertilizers
13 Biostadt India Ltd Pharmaceuticals Products
14 Verstile Polytech Plastic products
15 Ultimate Flexi Pack Ltd II Packaging materials
16 Lupin Ltd Pharmaceuticals Products
17 Lark Non ferrous Metals Ltd Metal based products
18 Jindal Drugs Ltd Pharmaceuticals Products
19 Emcure Pharmaceuticals Pharmaceuticals Products
20 Visen Industries Ltd Paints and adhesives
21 Saraswati Plasto Tech India Pvt.Ltd Plastic products
22 TPL Plastech Ltd Plastic products
23 Shalimar Flooring Pvt Flooring products
24 IFCA Bottling Co. Ltd Bottling plant
25 Ambica International Menthol and allied products
26 P.I Industries Ltd Pesticides, insecticides and fertilizers
27 Hyderabad Chemicals Supplied Ltd Pesticides, insecticides and fertilizers
28 Pragati Packging Packaging products
29 Coromandal fertilizers Pesticides, insecticides and fertilizers
30 Bharat packaging Ind Packaging products
31 Dabur India Ltd. Unit-II Food, health care and personal care products
International Flavours and Fragrance Flavours and fragrance
32
India Ltd
33 Ruchi Soya Industries Oil products
34 Shree Ramacides Chemicals (P) Ltd Pesticides, insecticides and fertilizers
35 Jyothy Laboratories Ltd Pharmaceuticals products
36 Zuventus Health care Ltd. Health care products
37 Sarveshwar Overseas Mills Rice milling
38 Surya Biscuits Industries Food products
Source: District Industries Centre (DIC), Jammu
Services: The service sector in the Jammu district is mainly concentrated around travel, tourism and
hospitality, retail trade transport, storage and communication, banking and insurance, real estate, public
administration and other services.

232
As of 2011-12, Jammu district had 2,468 schools, with 330,517 students enrolled. The district has 1,224
primary schools, 620 middle and 624 High schools.
Table 120: School education infrastructure in Jammu district, as of 2011-12

Primary Middle High
Total 1,224 178,465 620 74,619 624 77,433
For higher education, the district has 12 colleges for general education. The 12 general colleges in the
Table 121: Streams available with degree colleges in Jammu district

GGM Sc College Science, BCA, Bio-Tech, En. Sc & B. Sc-IT 1905
Women College Arts, Science, Commerce, En. Sc, BCA, Sociology & 1953
Parade, Jammu Electronics
MAM College Arts, Non-Medical, Management, En. Sc, BCA, BBA 1954
SPMR Commerce Commerce, Env. Sc, BBA, BCA 1955
WC Gandhinagar Arts, Science, Com. Appl, Bio-Tech, En Sc, Home Sc 1969
(Elective Subject)
GDC R. S. Pura Arts, Science, Env. Sc, History & Sociology 2005
GDC Akhnoor Arts, Science, Env. Sc, Sociology & Philosophy 2005
COE Jammu Arts, Science, Env. Sc, Sociology & Philosophy 1955
GDC Paloura Arts, Science, Env. Sc, Sociology & Philosophy 2008
GDC Bishnah Arts, Science, Env. Sc, Sociology & Philosophy 2008
GDC Khour Arts, Science, Env. Sc, Sociology & Philosophy 2011
GDC Jhandra Arts, Science, Env. Sc, Sociology & Philosophy 2011
focused on arts, science, history, sociology and environment science only. There are no engineering or
technical colleges.
Jammu district also has 98 Private colleges which include 39 colleges for Bachelor of education (B.Ed), 5
general degree colleges, 19 colleges for Bachelor of business administration (BBA), 18 colleges for
Bachelor of computer application (BCA), 5 Colleges for Master in business administration (MBA), 4
colleges for Master in computer application (MCA), 5 colleges for Law, 3 colleges for Post graduate
diploma in computer application (PGDCA) and two colleges for engineering.
The district has three ITI and two polytechnic (for technical education) as well.
Table 122: Key ITI Indicators in Jammu District, as of 2011-12
Indicator Value
233

Table 123: Details of Govt. ITIs for Jammu district

No. of Seating
Turner 02 16 1 16
Machinist 02 16 1 16
Painter General 02 21 1 21
Mason 01 21 1 21
Tractor Mech. 01 21 1 21
Instrument Mech. 02 42 1 42
Ref. & Air Cond. 02 21 1 21
COPA (U.C.) 01 26 1 26
IT & ESM 02 21 1 21
ITI Jammu Mechanic Computer Hardware 02 26 1 26
Draftsmen Civil 02 21 1 21
Health & Sanitary Inspector 01 21 1 21
Mechanic Auto Electrical &
Electronics 06 Months 42 1 42
Software Application 06 Months 52 1 52
Domestic House Keeping 06 Months 52 1 52
Computer Languages 06 Months 52 1 52
Data Entry Operator 06 Months 42 1 42
Broad Based Basic Training BBBT
Automobile 01 112 6 672
Total 898 33 1542
ITI R. S . Pura
234
No. of Seating
Name of ITITrade Duration Intake Units Capacity
Welder 01 16 1 16
COPA 01 26 1 26
Mech. Motor/Vehicle 02 21 1 21
Plumber 01 21 1 21
Hair and Skin Care 01 21 1 21
Total 210 10 210
COPA 01 26 1 26
Pre/Preparatory School
Management. 06 Months 42 1 42
ITI Women Fashion Technology 01 21 1 21
Jammu Front Office Assistant 06 Months 42 1 42
Data Entry Operator 06 Months 42 1 42
Crèche Management 06 Months 42 1 42
Hair and Skin Care 01 21 1 21
Total 262 8 262
In addition to above, Jammu district has over 36 private training institute providing training in sectors
such as ICT, construction, banking and accounting, electrical and electronics, business and commerce,
travel, tourism and hospitality, soft skills, medical & nursing , retail, beauty culture and hair dressing,
insurance, agriculture, media, textile and garment making and security.
Unemployment rate:
As of December 2012, the employment exchange in Jammu district had 60,701 unemployed youth
 Students who passed out from ITI and Polytechnics not able to meet current industry demands.
235
Centre
62000
60701
61000
60000
59000
57667
58000 56945
57000 56017
56000
55000
54000
53000
2009 2010 2011 2012
from 2009 and 2012. This was due to the introduction of Voluntary Services Allowance (VSA) scheme in
matric passed at 26.9 per cent, followed by graduates at 16.5 per cent, diploma holders at 7.6 per cent,
middle passed at 6.4 per cent, post graduate passed at 4.9 per cent, degree holders at 4.6 per cent and
remaining in others category at 3.4 per cent which include illiterate, PUC, Draftsmen skilled other than
and ITI trained.
236
Degree Others 3.4% 0
Post Graduates Holders 4.6%
4.9%
Middle 6.4%
TDC 29.7%
Diploma Holders
7.6%
Matric 26.9%
Graduates 16.5%
In the process of identifying the growth engines for the Jammu district, we held youth group discussion
in the district to understand their aspirations. They key points are summarized below:
Youth Aspirations
Sector Interests
High Low
Chemicals &
Construction
Pharmaceuticals/ Banking,
High Travel, trade and
financial services and
Employment Hospitality
insurance
Potential
Agriculture
Low Other manufacturing Handicraft and
Handloom
 Preference towards job:

o First preference of students in ITI is to work in government sector mainly due to job security,
work timing and low work pressure. Also there is a preference of people to work in white collar
jobs as against blue collar jobs.
o Preferred sectors to work include IT, chemicals and pharmaceuticals, electronics, food
processing and other manufacturing industries.
o Majority of the youth lack awareness of job opportunities available in the private sector.
237
 Migration trends: Of the total youth surveyed, majority of the youth want to migrate from Jammu
to the metro cities like Delhi NCR for better salary and more technical exposure.
15,000 to 20,000 per month.
 Entrepreneurial zeal: Only about 20 to 30 per cent youth were interested in starting their own
business. Many are not interested because of high risk involved. Youth also reported that they are
not financially sound to do business activities.
 Willingness to pursue higher education: Of the total students surveyed, about 90 per cent were
desirous of pursuing higher education. They believe that degree increases their salary and job
prospects. Specifically the ITI students have shown an interest in pursuing higher degree courses like
B. Tech, M.Tech and AMI (Associate member of institute of engineering).
 Demand for additional courses: Majority of the students along with their main academic courses
wants to pursue additional courses on computer to increase their employability.
 Demand for industrial visits: Of the students surveyed in ITI majority of the students want industrial
visits along with their academic studies to get more technical exposure and also to understand
current industrial requirements.
Awareness about the general industry advancements is found to be very low. Also not many were
very sure about the kind of jobs that would be available after they complete their studies. This is
because the general interaction with the industries is almost nil.
238
2.6. SWOT analysis
Based on the diagnostics of the Jammu district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 87: SWOT Analysis of Jammu district
(1) Winter capital of Jammu and

Kashmir and district with largest (1) Improvement in infrastructure
industries in the state
(2) Food processing industry
(2) Better road, railway and air
(3) Chemicals and Pharmaceuticals
connectivity
(4) Other manufacturing industries
(3) Presence of renowed industry
players like Dabur India Ltd, Lupin Ltd (5) Handicraft and Handloom
and Sun Pharmaceuticals. etc.
(4) Availability of Industrial areas
(5) Good education infrastructure
(1) Inconsistent power supply (1) Preference of youth towards white

collar jobs
(2) Lack of skilled man power
(2) More preference of youth towards
(3) Shortage of professional staff in
Government jobs
travel, tourism and hospitality sector
(4) High attrition rates in the SSI sector
(5) Peoples lack adequate work culture
and entrepreneurial mindset
Weaknesses Threats
239
Based on our field surveys in Jammu district, employment patterns, sectoral analysis and past growth
across sectors, we have found out that sectors which require skilling interventions are mainly Chemicals
and Pharmaceutical, Travel, tourism and Hospitality, BFSI, Building Construction and Real estate, Food
processing, Handicraft and Handloom and Other manufacturing.
Sectors where interventions are required in Jammu

Chemicals and Pharmaceuticals
Food processing
Banking, Financial services and Insurance
Building, Construction and Real Estate
Other Manufacturing
identified. We estimate that between 2012 and 2022, an incremental demand for about 1.60 lakh
persons is likely to be generated in Jammu district. As the economy grows, employment demand in
also expected to increase at a faster rate. Sectors that are unique to Jammu and where skill up-gradation
will be required within Jammu are Chemicals and Pharmaceutical, Travel, tourism and Hospitality, BFSI,
Building Construction and Real estate, Food processing, Handicraft and Handloom and Other
manufacturing.
(inclusive of construction, food processing, chemicals and fabrication etc) will generate about 18,107
jobs and about 31,549 jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is
Table 124: Incremental Demand in Jammu - 2012 to 2017

Minimally Semi
240
Minimally Semi
Tourism, Travel, Hospitality & Trade 9,368 6,089 2,342 937
Other manufacturing 8,918 4,459 3,121 1,338
Transport, storage and communication 7,698 5,369 1,810 518
Banking and insurance 10,188 1,958 3,265 4,964
Education 2,423 0 48 2,374
Building Construction and Real estate 3,901 3,276 422 204
Auto servicing 2,469 1,728 494 247
Unorganized (computer technician, mobile phone 1,770 531 797 443
Chemicals and pharmaceuticals 3,293 1,647 1,153 494
Total 67,754 39,182 15,487 13,085
*The other manufacturing sector projections include plastic products, packaging products, metal products, steel products, wood based, leather
based.
Table 125: Incremental Demand in Jammu - 2017 to 2022

Minimally Semi
Tourism, Travel, Hospitality & Trade 12039 7,825 3,010 1,204
Other manufacturing 19939 9,970 6,979 2,991
Transport, storage and communication 8992 6,272 2,115 605
Banking and insurance 14054 2,701 4,504 6,848
Education 2723 0 54 2,668
Building Construction and Real estate 4044 3,395 437 211
Auto servicing 3542 2,479 708 354
Healthcare 1587 159 159 1,269
Unorganized (computer technician, mobile phone 1990 597 895 497
241
Minimally Semi
Chemicals and pharmaceuticals 4902 2,451 1,716 735
Gems and jewellery 1804 1,065 379 361
Total 93221 51,501 22,875 18,844
based.
As of 2011-12, Jammu district has a total population of 15.26 lakh persons. Of this, the working-age
Figure 88: Human resource pipeline in Jammu district as of 2011-12
Population:
15.26 lakh
Working age
population:
9.37 lakh
Labour Force:
6.33 lakh
242
skilled labour23.
Figure 89: Human resource pipeline in Jammu district as of 2022 (projected)
Population:
17.49 lakh
Working age
population:
10.74 lakh
Labour Force:
7.17 lakh
23
243
Figure 90: Skill wise incremental demand and supply in Jammu district – 2012 to 2017
During the period 2012-17, we find that the deficit supply of manpower in all the three categories and
this trend continues for 2017-22 period too.
Figure 91: Skill wise incremental demand and supply in Jammu district – 2017 to 2022
244
4. Skill mapping
Based on our field surveys in Jammu district we have mapped the skill requirements and the gaps faced
by the sector in the section below.
4.1. Chemicals and Pharmaceuticals
The district is home to many renowned pharmaceutical companies like Lupin Ltd, Sun
Pharmaceutical, Jyothi Laboratories, Medley pharmaceuticals, Emcure etc. The traditional
pharmaceutical companies have been operational in the district for more than 10 years now. But the
district is now seeing further growth in terms of mid-size pharmaceuticals and bio-tech /
pharmaceuticals companies coming up slowly.
The skill gaps identified within this sector in Jammu are:-
Table 126: Skill gaps in Chemicals and Pharmaceuticals Sector
Job Role Skill gaps

Production / Quality control  Lack of project management skills
manager  Inadequate conflict management
 Lack of communication skills
 Inadequate team handling skills
 Lack of understanding of standard operation procedures
 Inadequate leadership skills
Lab Technician  In sufficient documentation skills
 Inadequate cleanliness, sanitation and management knowledge
Supervisors/operators  Lack of knowledge of quality management
 Inadequate safety management skills
 Lack of conflict resolution skills
 Inadequate day to day planning skills
 In sufficient knowledge chemicals and compounds
 Inadequate knowledge of safety standards
 Inadequate knowledge of plant discipline
4.2. Travel, Tourism and Hospitality
Jammu acts as a focal point to Mata Vaishno Devi (renowned pilgrims place) and Kashmir valley. All
routes leading to Kashmir, Poonch, Doda and Laddakh start from Jammu city. So throughout the year
the city remains full of people from all the parts of India. Due to this unique feature, Jammu district has
great potential in travel, tourism and hospitality sector24.
24
Data on number of tourists visited in Jammu not available.
245
Table 127: Key Tourists spots in Jammu

Raghunath Temple Raghunath Temple is situated in the heart of the city and surrounded by a group
of other temples. This temple is dedicated to Lord Rama, and one of the largest
temple complexes in the North India
Peer Khoh Peer Khoh is a cave shrine located on the Circular Road, 3.5 kms from the heart of
the town. There is a naturally formed Shiva lingam in the cave which is quite
mysterious as neither its antiquity nor its cause are known
Ranbireshwar Ranbireshwar Temple is located on Shalimar Road near the New Secretariat and
Temple built by Maharaja Ranbir Singh in 1883 AD. The Ranbireshwar Temple is situated
opposite the Dogra Art Gallery in Jammu
Ranbir Canal A small garden along the Ranbir Canal, which runs through the city outskirts,
provides a cool picnic spot during the summer. The canal branches off from the
river Chenab at Akhnoor, 32 kms away. Its water remains icy-cold throughout the
year and its banks serve as good viewpoints and walkways.
Bahu Fort and Bahu Fort is situated near the Amar Mahal museum and about 5 kms away from
Gardens the city centre. It is entered through a large quadrangle. This fort stands on on an
upland plateau on the left bank of the river Tawi. The Bahu Fort is the oldest fort
and edifice in the city, and constructed originally by Raja Bahulochan over 3,000
years ago.
Aquarium Bagh-I- Bagh-I-Bahu is the India's largest underground aquarium in Jammu. This aquarium
Bahu is drawing a large number of tourists ever since it was opened to the public.
Besides students, the aquarium has become a centre of attraction for tourists,
giving them an opportunity to revel in the exotic aquatic world
Amar Mahal Palace The Amar Mahal Museum was built by the Amar Singh in 1907. This museum is
Museum more like a French chateau with its sloping roofs and turrets. The Amar Mahal
Palace is built on an eyrie overlooking the Tawi river. The museum was designed
by a French man. The exhibits in the Amar Mahal Palace museum includes Pahari
paintings, royal miniature paintings, manuscripts, finest library of antique books.
Dogra Art Gallery The Art Gallery in Jammu is located opposite the New Secretariat. The Gallery has
a rich display of Dogra art belonging to the Pahari and Basholi schools, fine
miniatures of the Jammu and Basohli School of painting, Terracottas, medieval
weapons, sculptures and ancient manuscripts.
Rani Charak Maha Rani Charak Mahal is also located on river side, connected with Toshakhana on
one side.
Source: www.Jammu.gov.in
246
Source: www.Jammu.gov.in
Based on the discussion with key stake holders we have found out the following skill gaps which are
faced by the sector in the district:
Table 128: Skill gaps in Travel, Tourism and Hospitality sector

Job role Skill gaps
Front Desk Manager • Inadequate customer handling skills

• Inadequate computer skills
• Inadequate communication skills
• In sufficient to work under pressure
• Lack of coordination skills
• Lack of supervision and motivation skills
• Inadequate in handling multiple tasks at the same time.
Hot Restaurant Manager • Inadequate understanding of the cooking procedures of

dishes and inability to explain the same to the guests.
• Inadequate staff managing skills
Housekeeping Executive • Inadequate knowledge of room management systems

• Lack of excellence in customer service
• Lack of capability of using independent judgement
• Lack of solid decision making skills
• Lack of advance and professional knowledge of
housekeeping process and procedures
Tour operators / guides • Lack of communication skills
247
Job role Skill gaps
• Inadequate knowledge to meet customer expectations

• Inadequate customer relationship management
• Lack of knowledge of historical aspects of tourist places
• Lack of knowledge of route planning and optimization
Jammu district has about 884 agro processing based MSME industries, employing about 5600 people.
District has multiple food processing industries involved in manufacturing beverages, wheat processing,
rice processing, biscuits, fruits juices, gems, jelly and pickles etc. Some of the leading food processing
companies which have established their presence in the districts are Dabur india Limited, Jai Beverages,
Jai Juice Pvt. Ltd, Hindustan Coca cola Ltd, Pearl drinks, Ruchi Soya Industries and Surya industries.
Based on our discussion with industry players in the district, the food processing units are unable to get
skilled manpower from the district. Training facilities are available within the industry. Therefore, the
units provide various trainings to fit the employees according to their requirements. Majority of the
recruitment happens at the operator/worker level. People recruited at this level are either 8th pass/ 10th
pass/ ITI pass outs.
The food processing units in the district are able to source qualified personnel at the level of assistant
manager or above. These units face fewer skill gaps in the supervisor and operator/worker level.
However, continuous need based training are provided by these units
Based on our discussion with key stake holders in Jammu district, skill gaps in this sector include:-
Table 129: Skill gaps in Food processing Sector
Job Role Skill gaps

Supervisors/operators  Insufficient knowledge of production process
 Inadequate knowledge of hygiene and standard practices used in
food processing
 Inadequacy in team management
 Inadequate knowledge of quality and food safety norms
 Lack of knowledge of machine maintenance
 Lack of knowledge of material handling and safety norms
 Students from ITI and polytechnics lack practical exposure
according to industry requirements
4.4. Banking, Financial Services and Insurance
Banking and Financial Service is an important sector which acts as a backbone for economical activities.
It aids commerce and trade activities happening in the region. Jammu, being the one of the main
industrial centers of the state, large number of commercial transactions takes place daily. Almost all the
248
scheduled commercial banks have their branch in Jammu and banking is a major activity in the city of
Jammu
Table 130: Skill gaps in Retail Banking Sector in Jammu district
Job Role Skill gaps

Executive Sales ,  Limited selling skills, especially cross selling and up selling
Field Executive Sales  Lack of communication skills
Executive Operations  Lack of knowledge of banking law and practice

 Insufficient Understanding of banking process
Banking Manager  HR management
 Up selling of products
Relationship Manager  Lack in depth knowledge of products and its structuring
 General knowledge of the economy
 Up selling and cross selling skills
Insurance is another segment where employment is generated. Awareness and importance on insurance
has increased among the public. Insurance products are broadly classified into life and non life. There
are many insurance companies offering various products for public. As like banking, all the major
Insurance firms such as LIC, ICICI prudential, HDFC Life, ICICI Lombard, Bajaj Allianz, etc. have their
branch offices in Jammu. In Insurance sector, major employment is generated in the sales / marketing
department. The youth must be trained to handle the customer facing roles. Key skill gaps in the
insurance sector is listed in the below table.
Table 131: Skill gaps in Insurance Sector in Jammu district
Job Role Skill gaps

Marketing Manager  Limited understanding of competitor analysis
 Lack in evaluation of field agents
 Training and motivation of insurance agents
Advisor/Agent  In depth knowledge in structuring the projects

 Inadequate financial planning skills
 Cross selling skills
249
Job Role Skill gaps

Administration  Time management and target management
 Inadequate awareness of the regulations, compliance, and
product which results in wrong entries
4.5. Building, Construction and Real Estate
As Jammu is the winter capital of Jammu and Kashmir, emerging as a preferred destination for the
various real estate developers like Riddhi Siddhi Infrastructures, United Build Tech Pvt Ltd, Ansal
Buildwell Ltd, Mahajan Construction Company etc.
The building, construction and real estate industry provides the services for commercial buildings,
residential buildings, malls, parks, roads, bridges, and urban infrastructure and utilities.
The district is attracting construction workers from States such as Uttar Pradesh, Bihar and Orissa. The
locals are not interested in working in the construction sector. While demand for low skilled workforce is
met from the migrant workforce, the demand remains unfulfilled at supervisor and above levels.
The skill gaps in this sector includes:-
Table 132: Skill gaps in Building, Construction industry and Real estate sector in Jammu district
Job Role Skill gaps

Site Engineer/ Supervisor  Inadequate in implementing technical requirements for the
project
 Inadequate in monitoring the work environment
 Inadequate safety management techniques
 Lack of understanding of professional and ethical
responsibilities
 Lack of awareness of relevant contemporary issues
 Inadequate knowledge of costing and cost overrun
implications
 Inadequate day to day project planning skills
 Lack of knowledge to apply professional judgment, balancing
issues of costs, benefits, time, quality etc
Skilled workmen  Lack of understanding of managing resources properly
(Plumber, Electrician, Mason,  Lack of self motivation and enthusiasms
Bar Bender, Carpenter, Painter –  Inadequate in Work in a multi-disciplinary team
Formally educated/ Experienced)  Lack of coordination skills to work with other trades
Un skilled Worker (Helpers)  Lack of safety skills
 Inadequate knowledge of working schedule
 Lack of discipline skills
250
As mentioned above in the report, Jammu district has rich potential in handicraft and handloom. The
major handicraft and handloom crafts are staple embroidery, Crebble, cutting and tailoring, carpet
weaving, toys and doll making and LCL (Lath-cum-Lacquara).
Department of Handicraft and Handloom providing training to trainees and traditional artisans through
their training centers established at different areas of Jammu district.
Jammu District has 25 handicraft training centers and two handloom training centers with intake
capacity of 25 trainees each per center. The Department provides training on elementary as well
advance level.
Based on the interaction with key stakeholders we have found that artisan facing following issues:
 Lack of access to quality raw material
 Lack of institutional support
 Lack of market access
 Lack of access to capital to expand handicraft and handloom activities
 Lack of technical support
During out interaction it is reported that to boost the handicraft and handloom sector in Jammu district
skill up gradation and focus on above issues is required.
The skill gaps in this sector includes:-
Table 133: Skill gaps in Handicraft and Handloom in Jammu district
Job Role Skill gaps

Artisans/Trainees  Inadequate understanding of modern designs to tap current
market
 Lacks in marketing and advertising skills
 Lack of product improvement skills
 Lack of knowledge of using raw material in a creative way
 Lack of knowledge of current market trends
 Inadequate knowledge of quality control
 Inadequate knowledge of reduce wastage
 Inadequate knowledge of product defects and how to rectify
them
4.7. Other Manufacturing –( Plastic Products, packaging products, metal based and engineering etc)
Apart from above sectors, Jammu district is home to many types of manufacturing industries. Some of
these include manufacture of plastic products, packaging products, metal products, steel products,
wood based, leather based. While most of them don’t have any employment generation or expansion
plans in the next few years, they have reported shortage of skilled manpower in some of the key
functions like mechanics, plumbers, electricians, masons, welders, metallurgy (diploma / engineer) etc.
251
The other manufacturing units in the district are able to source qualified personnel at the level of
assistant manager or above. These units face fewer skill gaps in the supervisor and operator/worker
level.
Table 134: Skill gaps in Other Manufacturing Sector
Job Role Skill gaps

Supervisors/Operators  Inability to work on multiple machines in a same time
 Inability to effectively interpret and translate instructions to
other employees in a professional and respectful manner
 Inadequate knowledge of new technologies and modern
machines used in manufacturing process
 Inability to work safely and follow established work
procedures
 Lack of people management skills and coordination skills
 Inability to do work according to the specified instruction or
requirement
5. Recommendations
Jammu district is a major center of economic activity for the state of Jammu and Kashmir State. It has
maximum number of industries spread across chemicals and pharmaceutical, travel, tourism and
hospitality, BFSI, building construction and real estate, food processing, Handicraft and Handloom and
other manufacturing. Recommendations for Jammu district focus on those sectors which can lead to
employment generation in the district, as well as those sectors which need major up-skilling.
Some of these sectors will have recommendations for the private sector, which will directly translate, to
skills being developed and the others will need Government intervention to facilitate improvements.
5.1. Government
Based on our primary survey, we have found that, no Government training institute is currently offering
any specific courses related to Chemicals and Pharmaceuticals sector. Going forward, following
Government interventions are required:-
 Government training institutes can consider starting short term courses on chemicals and
pharmaceuticals manufacturing basics which can prepare students to exploit the opportunities
available in chemical and Pharmaceuticals sector.
 In addition to the above, Government training institutes can also collaborate with the industries
for designing specific courses in consideration with current industry requirements for the sector.
As mentioned in the report, Jammu is the focal point to renowned pilgrim’s places like Mata Vaishno
Devi, Shiv Khori and Kashmir valley, this provided tremendous opportunity for travel, tourism and
252
hospitality sector. Government interventions are required to exploit the opportunities available within
the sector.
 On the training front, department of Tourism can also assist for providing trainingon various
roles like tourist’s guides, travel management personnel and hotel workforce in collaboration
with private training provides.
These people need specific training in:-

Tourist guides/Tour Operators
- Knowledge of the significance of each of the places they operate in.
- Effective communication skills with proficiency in English and Hindi languages
- Ability to help out foreign tourists especially to travel around the district
- Route planning and optimization
- Ability to liaison with airline, hotels and local community
- Ability to manage tourist expectations
- Ability to converse in English and Hindi languages
 On the basis of research we have found that, only two Government ITI and Government
polytechnics of Jammu are providing courses related to travel, tourism and hospitality.
However, the seating capacity is not sufficient and hence Government training institutes should
need to focus on introducing more courses related to travel, tourism and hospitality sector. This
can be done by collaborating with industry players for designing courses related to travel,
tourism and hospitality.

As mentioned above, building, construction and real estate industry provides the services for
augmenting the commercial buildings, residential buildings parks, roads, bridges, urban infrastructure,
and utilities in the district. The sector of construction and real estate has boomed in Jammu district due
to the need for developing the core and supporting infrastructure to keep pace with the industrial
development, going forward to this Government interventions are required:-
 Based on primary survey, we have found that youth in Government training institutes believes
that construction is not lucrative to work in, so there is need to spread the awareness about the
technical skills required for this sector.
 Government training providers can also collaborate with construction companies operating in
Jammu for practical training and work based learning opportunities for students.
As mentioned in the report above, Jammu district has good potential in handicraft and handloom. The
sector needs intervention from Government Departments i.e. Department of Handicraft and Handloom.
Based on the discussion with key stake holders, it is reported that artisans in Jammu are following
traditional practices of handicraft and handloom and also currently they are facing problem of
marketing, practical exposure and access to good quality raw material, going forward to these following
Government interventions are required:-
253
 Department of Handicraft and Handloom can focus on conducting training visits of artisans and
trainees with the artisan of other state to share their skills and experience, which could help in
getting practical exposure of Jammu artisans.
 Government can also focus on providing market linkages, design access and good quality raw
material
 Government departments can create block level awareness camps to make understand
potential of handicraft and handloom, this could attract youth to exploit available opportunities
Other Manufacturing
As mentioned in the reports above, Jammu district has many types of manufacturing industries based on
plastic products, packaging products, metal products, steel products, wood based, leather based etc.
Based on this Government intervention are required:-
 Government must encourage the industries within the region to work with ITIs and other
training institutes in the field of machinery and technology training.
 Government training institutes should focus on collaborating with industries for student’s
internships and regular industrial, so that students prepare themselves according to current
industry requirement.
5.2. Industry
Industry can collaborate with government departments for following intervention:
 To work with the academic institutions and give them constant feedback with respect to the
changing processes and regulations so that the students are ready with respect to these aspects
when they start on their jobs
 Can also collaborate with training institute to provide employment and also aid in providing
training to the workforce and youth of the district

Based on our discussion with stakeholders in the district, it is reported currently they have shortage of
professional workforce in the sector. Industry can play a vital role for travel, tourism and hospitality
sector. The following interventions are required:-
 Hotel industry needs to collaborate with Department of tourism and Government training
institutes as well as with private training providers to meet the requirement of skilled personnel
 Industry players can also help in designing syllabus of the courses in collaboration with
concerned departments (Department of tourism and Government training institute).
 In addition to above industry players can also aid to the training of current workforce, so that
they can perform job requirements in professional manner.
254
Food processing
As mentioned above in the report, Jammu district has multiple food processing units of manufacturing
beverages, Wheat processing, rice processing, biscuits, fruits juices, gems, jelly and pickles etc. Based on
this following industry intervention are required:-
 Industry players can assist in training of workforce in collaboration with private training
providers to meet their skill requirements
 Industry players can collaborate with sector skills council (SSC) for training needs and training
certification.
Banking, Financial Services and Insurance
Jammu, being the winter capital of the Jammu and Kashmir State and also a major industrial center, a
large number of transactions take place daily. Almost all the scheduled commercial banks have their
branch in Jammu and banking is a major activity in the city of Jammu. As like Banking, major Insurance
firms such as LIC, ICICI prudential, HDFC Life, ICICI Lombard, Bajaj Allianz, etc. have their branch offices
in Jammu. In Insurance sector, major employment is generated in the sales / marketing department.
Some of the skilling interventions that can be taken in the sector are as follows
 Scope for mobilizing youth into the industry as manpower in the district is willing to work in
services sector. Training can be provided in collaboration with private training providers
 In addition to above, industry players can coordinate with sector skill council for training
requirement, training modules and certification.
 Industry can play a vital role in construction sector by collaborating with Government training
institutes and private training players by offering internships and work based learning
opportunities
 Industry can also recognise trained candidates and absorb them in the industry
 In addition to above industry players can also support in providing training infrastructure and
field visits.
 In addition to above, industry players can coordinate with sector skill council for training
requirement, training modules and certification.
Other Manufacturing
 Industry players can provide opportunities of internships and industrial visits to students
through collaboration with government training institutes to meet their skill requirements.
 Industry can also focus on practical training of their workforce according to current industry
requirements in collaboration with private training players.

The opportunity for private training providers is in the short term courses:
Table 135: Indicative courses for capacity building in Chemicals and Pharmaceuticals Sector
Indicative set of courses
 Good manufacturing practices
 Safety and health standards
255

 Intellectual Property Rights and its implications
 Cleanliness and hygiene management
 Quality management
 Environmental issues

Table 136: Indicative courses for capacity building in Tourism, Travel, and Hospitality
 Route planning and optimization
 Professional attitude and ethics
 Housekeeping practices and procedures
 Front desk management
 Chef training
 Travel desk operators
 Communication skills
 Training in languages like English and Hindi
 Basic computer courses
Food processing
Table 137: Indicative courses for capacity building in Food processing
 Knowledge of modern technologies and practices of food processing
 Hygiene practices
 Team and work management
 Quality and food safety norms
 Machine maintenance
 Material handling
 Distribution and logistics
 Packaging and finishing
 Warehouse management
Table 138: Indicative courses for capacity building in BFSI
 Selling Skills
 Communication skills
 Basic knowledge of banking products
 Knowledge of banking practices and law
 Time and target management
 Regulation and compliance
256
 Financial planning
 Resource management (Time, cost and Quality)
Table 139: Indicative courses for capacity building in Building, Construction and Real Estate
 Safety management techniques
 Knowledge on professional and ethical work practices
 Financial and human resource planning
 Team management
 Technical skills related to work
 Cost management
 Managerial ability

Table 140: Indicative courses for capacity building in Unorganized Sector-Handicraft and Handloom
 Knowledge on modern manufacturing practices
 Promotion and marketing skills
 Value addition practices
 Creative use of raw material
 New product development taking consideration of current demand and fashion
 Research and development
 Cost, quality and time management
Other Manufacturing
Table 141: Indicative courses for capacity building in Other Manufacturing Sector
 New technologies and modern practices
 Knowledge on safety practices
 Time, cost and quality management
 Team management and coordination skills
 Discipline and ethic standards
5.4. NSDC
 Chemicals and Pharmaceuticals: NSDC can play a vital role in the sector by assisting and
encouraging private players to offer the above mentioned courses.
 Travel, Tourism and Hospitality: NSDC can assist in offering training modules in above
mentioned courses in collaboration with industry players and private training providers.
 Food Processing: NSDC through its sector skill council (SSC):-
257
- Can develop training guidelines

- Plan and implement training of trainers
 Banking, Financial Services and Insurance: NSDC can assist in certification and training support
through its sector skill council (SSC) and can also assist the private training institutes offering
courses related to BFSI sector, register them with BFSI SSC and ensure the standards set are
followed.
 Building, Construction and Real Estate: NSDC can play an important role by assisting private
training providers in making training modules of above mentioned courses.
 Handicraft and Handloom: NSDC can encourage and assist private training partners to offer the
above mentioned courses in the region.
 Other Manufacturing: NSDC can also take active part by assisting private training providers
through their sector councils by offering training modules.
258
8.8. Kargil
1. Introduction
Kargil, a district in the Ladakh region, is situated at a distance of 205 km from Srinagar towards Leh. It
has three sub-districts, namely Kargil, Sankoo and Zanskar. It is separated from the rest of the State by
high mountains which are crossed through passes at various points. The district is bounded by
Baramulla, Srinagar and Doda districts in the South-West, Leh district in the East, Himachal Pradesh in
the south and Pakistan in the North-West. The district has been divided into four natural valleys – the
Drass Valley, the Indus Valley and the Upper Sindh Valley of Kanji Nallah Valley.
The topography is mountainous with little or no vegetation. The mountains are of sedimentary rocks
and are in process of disintegration due to weathering. The terrain being hilly, available land for
agriculture is meagre. Only one type of crop (mostly wheat) is grown.
Over 88 per cent of the district population consists of scheduled tribes. Key tribes include Purik, Balti,
Bot, Boto, Mon, Drokpa, Brokpa, Garra and Beda. The district does not have many economic
opportunities. One of the few opportunities which exists is tourism due to abundance of natural beauty,
The major tourist destinations in the district are: Zanskar (Penzila to Padum Karsha and Zangla), Sani,
Rangdum Monastery, ZongkhulStongday, Phugthal Monastery, Padum, Zangla, Mulbekh Chamba &
Monastery and Shargole Monastery etc.
The district also has various kinds of raw minerals like granite, stone, gypsum and lime stone. There are
reserves of 8,355 sq. km of granite only in Leh and Kargil. However, due to difficulties posed by the
difficult terrain, these mineral resources are yet to be exploited.
The district is also prone to militancy related issues. Recently, in August 2013, Pakistani troops violated
ceasefire in Kargil area leading to unrest in the district and surrounding areas.
Table 142: Comparison of Kargil district with Jammu and Kashmir – Key Indicators
Indicator Year Kargil Jammu and Kashmir
Area, in sq.km. 2001 14,086 222,236
No. of households 2001 17,146 1,559,544
Forest area as a % of total geographical area 2011 <1% 20%
259
2.1. Demography
As per Census 2011, Kargil district has a population of 1.43 lakh only – about 1.4 per cent of the State
population. Most of the population at 88 per cent belonged to Scheduled Tribes (ST). While 56 per cent
of the population in the district is in working-age group (15 to 59 years), about 46 per cent is actually
working i.e. work participation rate.
The district’s literacy rate is 74.49 per cent, which is higher than the state average of 68 per cent and the
literacy rate at 58.05 per cent. The district’s population density is a meagre 10 persons per sq. km.

Jammu and
Indicator Year Kargil
Kashmir
Population, No. 2011 143,388 12,548,926
2001 8.9% 24.8%
population, %
SC population, % 2001 0.1% 7.5%
ST population, % 2001 88.3% 10.90%
Literacy rate, % 2011 74.49% 68.74%
Main workers, No. 2001 38,330 2,608,668
2001 56% 56%
total population, %
cent are cultivators, one per cent is agricultural labourers, two per cent are workers in household
2.2. Economy
estimates). The GDDP at constant prices is estimated to have increased at one per cent per annum. The
260
Figure 92: Estimated GDDP of Kargil district, at current prices, in Rs. Crore
1,500
1,186
1,028
1,000 888
551
500
-
2009-10 2010-11 2011-12 2012-13
Agriculture: The district’s terrain being is hilly and the land available for agriculture is meagre. Only one
type of crop (mostly wheat) is grown. As of 2011-12, net sown area was 38,874 hectares (2.8 per cent
only of the total geographical area). As of 2011-12, there are 81 primary agriculture societies, with a
membership of 8,430 persons.
small scale. There are no large or medium scale industrial units. There are 675 registered industrial units
(all tiny, micro and small). These are involved in ready-made garments and embroidery, wood / wooden
based furniture, steel fabrication, repair & services and others. The district has two industrial estates –
at Kargil and Khurbathang. Both have a total combined area of 42 kanals.
There are five training centres for handloom and 14 training centres for handicraft training, set by the
Government. In 2011-12, the number of persons trained by handloom and handicraft training centres
were 200 and 137 respectively. The industry faces challenges such as erratic power supply, unavailability
of skilled labour, problem of marketing of finished products, problem of procurement of raw materials,
and high transportation costs.
product groups such as automobile and electrical items. Few people are employed in Government jobs
also.
As of 2010-11, Kargil district had 247 primary schools, 286 middle schools and 71 high schools.
Table 144: School education infrastructure in Kargil district, as of 2010-11

Primary Middle High
Total 247 n/a 286 n/a 71 n/a
261
Table 145: Streams available with degree colleges in Kargil district

GDC Kargil Arts, Science, Env. Sc., Sociology and Commerce 1995
GDC Zanaskar Arts, Science, Env. Sc., Sociology and Commerce 2011
focused on arts, science, Psychology and environment science only. There are no engineering or
technical colleges.
The district houses just two general degree colleges and one Industrial Training Institutes (ITI) as well.
The ITI have a seating capacity of 315. There is also one DIET institute and one polytechnic.
Table 146: Key ITI Indicators in Kargil District, as of 2011-12

Indicator Value
Table 147: Details of Govt. ITIs for Kargil district

No. of Seating
Plumber 01 21 1 21
ITI Kargil IT&ESM 02 21 1 21
Fruit Veg. Processing 01 21 1 21
COPA 01 26 1 26
Pre/Preparatory School Management 06 Months 42 1 42
Fashion Technology 01 21 1 21
Welder Gas/Electric 01 16 1 16
Total 315 13 315
262
Unemployment rate:
As of December 2012, the employment exchange in Kargil district had 10,906 unemployed youth
Centre
15000 12849 12337
10906
10000 8805
5000
0
2009 2010 2011 2012
263
December 2012, majority of the registered unemployed were Matric passed at 62.6 per cent, followed
by TDC passed at 31.1 per cent, graduates passed 2.8 percent and remaining 3.4 per cent are in others
category which include middle passed, illiterate, PUC, post graduates, diploma and degree holders,
draftsmen, skilled other than and ITI trained.
Graduates Others 0 00
2.8% 3.4%
TDC 31.1%
Matric 62.6%
In the process of identifying the growth engines for the Kargil district, we held youth group discussion in
Youth Aspirations
Sector Interests
High Low
Agriculture/Travel,
High -
Employment Potential Tourism and Hospitality
Low IT/Electrical engeering -
 Job preference: The youth of the district prefer to work in government sector because of secure
source of income, adequate salary, work life balance and added perks. Based on the discussion, it is
observed that few students are ready to work with private sector if they offered good salary and
other benefits as same as the Government job.
 Willingness to pursue to higher education: Of the total students surveyed, around 40 to 50 percent
youth willing to pursue higher education like B.Tech and M.Tech.
264
 Entrepreneurial zeal: Based on the discussion, Youth prefer to do self employment if they unable to
get Government jobs. Youth reported that they like to open own business of electronics repairing
and tailoring .etc.
 Migration trends: Of the total students surveyed, only 10 to 15 percent youth want to migrate from
Kargil district for employment opportunities. Majority of the students prefer to work in Kargil district
in Government sector.
 Demand for additional training / courses: The district’s youth is interested to undergo the training
programs which could enhance their chances to get employment opportunities like spoken English
courses, personality development, basic computer courses, etc.
 Salary expectation: The salary expectation of the youth trainee after completion of their studies is
Rs. 20,000 to 25,000.
265
2.6. SWOT analysis
Based on the diagnostics of the Kargil district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 95: SWOT Analysis of Kargil district
(1) Natural beauty of hills and (1) Agriculture and allied

mountains, making it an attractive (2)Travel, tourism and hospitality
tourist attraction
(3)Extraction of minerals
(2) Rich in mineral resources
(4)Small scale service sector
(3) Potential for a few horticulture crops opportunities
(1) Lack of proper industrial

infrastructure
(1) Lack of economic opportunities
Weaknesses Threats
266
Based on our field surveys in Kargil district, employment patterns, sectoral analysis and past growth
and allied, tourism and hospitality industry and other sector (including mini and small scale activities).
Sectors where interventions are required in Kargil

Other Manufacturing
is likely to be generated in Kargil district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Kargil and where skill up-gradation will be
required within Kargil are agriculture and allied, tourism and hospitality industry and other sector
(including mini and small scale activities).
(inclusive of construction, food processing, and fabrication etc) will generate about 362 jobs and about
Table 148: Incremental Demand in Kargil - 2012 to 2017

Minimally Semi
267
Minimally Semi
Total 6,046 4,049 1,076 921
Table 149: Incremental Demand in Kargil - 2017 to 2022

Minimally Semi
Total 7009 4,560 1,253 1,196
As of 2011-12, Kargil district has a total population of 1.43 lakh persons. Of this, the working-age
268
Figure 96: Human resource pipeline in Kargil district as of 2011-12
Population:
1.43 lakh
Working age
population:
0.80 lakh
Labour Force:
0.59 lakh
skilled labour25.
Figure 97: Human resource pipeline in Kargil district as of 2022 (projected)
Population:
1.78 lakh
Working age
population:
1.00 lakh
Labour Force:
0.73 lakh
25
269
Figure 98: Skill wise incremental demand and supply in Kargil district – 2012 to 2017
During the period 2012-2017, we find that the deficit supply of manpower in minimally skilled and
skilled levels and excess supply of manpower in semi skilled level. During the period 2017-2022, we find
that deficit supply of manpower in minimally skilled and excess supply of manpower in semi skilled and
skilled levels.
Figure 99: Skill wise incremental demand and supply in Kargil district – 2017 to 2022
270
4. Skill mapping
Agriculture and allied activities employ about 47 per cent of the district population. Of the total
geographical area, only about 2.8 per cent is under agriculture crops. Due to the terrain and weather
conditions, there is not much scope for different type of agriculture crops. However, there is scope for
horticulture as well as animal husbandry.
Horticulture:
The district lies in arid temperate zone. Based on the climate, the potential crops which can be grown
are grapes (raisin type), prunes and drying varieties of apricots. Other crops which can also be grown are
seabuck thorn, apple, walnut, and currants.
Animal husbandry:
As of 2011-12, the district has 66,137 cows, 16,608 zomos (oxen), 7,951 horses / ponies / donkeys, and
312 mules. In addition, the number of poultry is 65,414. During the year, number of eggs procured from
Government farms was 122,000. Number of eggs sold by private individuals was 80,697 and number of
live birds sold was 50,048. In addition, 11,024 poultry units were also established during the year.
Currently, both horticulture and animal husbandry are under-developed in the district, thus no skill gaps
are reported. However, as and when these sectors develop further, they will need skilling interventions.
Kargil district is rich in natural beauty. Among its tourist attractions, it has several monasteries, trekking
routes as well as many endangered wildlife species. The key tourist spots are mentioned in the table
below. Some of the famous treks include Padum- Lamayuru Trek, Lamayuru - Leh Trek, Padum - Hemis
Trek, Hemis - Zangla - Padum Trek, Sankoo - Drass Trek, Nun-Kun Trek etc26.
The endangered wildlife species include snow leopard, Tibetan wolf, Himalayan brown bear, Asiatic ibex,
Ladakh urial, musk deer, pikas, marmots and hares.
Table 150: Key Tourist spots in Kargil
Zanskar (Penzila to Two small, turquoise, high altitude lakes with camping sites, and views of the
Padum Karsha and surrounding permafrost mountains are the highlights of the Penzi La pass, which
Zangla) is 160 Km from Kargil and at an altitude of 4,401 to 4,450 meters, the highest
point on the Kargil – Zanskar road.
Sani Monastery Emperor Kanishka (Aka Kanika) had got 108 chortens constructed in the first
26
Data number of tourists for Kargil district is not available.
271

century AD. One of them is in Sani. The holy site at Sani is called Turtot Gyat and is
one of the 8 holiest Buddhist sites in the world.
Zongkhul This monastery is built in a spectacular cave, lies on the Padum-Kishtwar trekking
Monastery route, just before the ascent to the Omasi-La Pass begins.
Karsha Monastery The largest monastic establishment of Zanskar, Karsha Gompa is an imposing
complex of neatly white-washed adobe blocks comprising several chapels, besides
residential rooms for its nearly 150 resident monks.
Stongday Stongday Gompa is built on a rocky outcrop overlooking the oasis-like village
Monastery below. It lies 20 Km to the north of Padum, on the road leading to Zangla.
Stongday is now the second largest monastic establishment of Zanskar with 60
resident Gelukpa monks. The highlight of this monastery is its Gon Khang (temple
of guardian deities).
Phugthal Phugthal is the most spectacularly located monastic establishment anywhere in
Monastery Ladakh. The Phugthal complex spills out of the mouth of a huge cave high up in
the sheer mountain face of a lateral gorge through which a major tributary of the
Lungnak River flows. Perhaps the most isolated monastery in Zanskar, its
foundation dates back to the early 12th century.
Padum Padum: Once the capital of the ancient kingdom of Zanskar. Padum (3,505 Mtr) is
the present-day administrative headquarter of the region. Padum is 240 Kms from
Kargil and almost 80 Kms from the Penzila.
Zangla Zangla is 35 km from Padum. The Zanskar river, which leads from Padum to Zangla
and then Leh freezes so hard in the winters that for a few weeks one can walk on
it. This is known as the chaadar.
Mulbekh Chamba & Mulbekh is 25 Kms ahead of Bodh Kharboo, as we travel on the National Highway
Monastery from Leh to Kargil, but another way, it is 45 Km from Kargil. It is 190 Km, from Leh.
Source: www.kargil.gov.in
Monastries in Kargil
Source: baramulla.nic.in
272
Table 151: Skill gaps in Travel, tourism and hospitality sector

Job role Skill gaps
Tour operators / travel guides • Lack of market understanding

• Lack of soft skills
• Lack of computer skills
• Inability to speak in English
Hotels – managers and other • Poor English speaking skills

staff (caterers, housekeeping, • Lack of computer skills
gardening etc.) • Lack of soft skills
• Lack of customer relationship management and allied
services
4.3. Others
district include:
 Servicing of automobiles, electronics and electrical items
 Fabrication works
 Food industries
 Mineral water
 Horticulture based industry, and
 Extraction of minerals
5. Recommendations
Recommendations for Kargil district focus on the sectors of agriculture and allied, travel, tourism and
hospitality and other small scale sectors. Some of these sectors will have recommendations for the
private sector, which will directly translate, to skills being developed and the others will need
Government intervention to facilitate improvements.
5.1. Government

 Conduct skilling drives to initiate cultivators and agricultural workers in modern methods of farming.
This will improve the productivity and thus the earnings of the farmers. The modern methods will
also let the farmers bring in crop diversification.
 Focus on skilling in growing organic crops, which are in high demand in the market.
273
 Ramp-up the extension services knowledge offered especially for animal husbandry. Special skills
pertaining to processing of meat can also be provided.
 Focus on disseminating more knowledge of growing horticulture crops. The district has high
potential for growing horticulture crops, but it is yet to be tapped. With new skills, farmers will be
able to harness this opportunity.

 Special focus also to be placed on etiquette and training on offering world class services

5.2. Industry
in agriculture and allied sectors, travel, tourism and hospitality and other small scale sectors

agriculture and allied sectors, especially in animal husbandry. Potential of horticulture is yet to be
harnessed in the district. Courses can be introduced in collaboration with the Department of Agriculture
as and when horticulture develops. Further, for courses on processing of horticulture produce, courses
can be introduced in collaboration with industry.

Course modules that have an indicative duration of 6-8 weeks can be organized at Kargil town which aim
Table 152: Indicative Skilling required in tourism in Kargil

274

 Religious tourism experts
Other sectors
automobiles, electronics and electrical items, fabrication works, food industries, agriculture implements
/ tools, mineral water, horticulture based industry, and, extraction of minerals.
5.4. NSDC
NSDC with its sector skill councils and its training partners to facilitate training in the above-mentioned
sectors. It should focus on increasing participation from regional private skill training providers with
focus on the sectors of horticulture, animal husbandry, travel, tourism and hospitality and other small
scale sectors.
275
8.9. Kathua
1. Introduction
The district of Kathua lies in the southern part of the state of Jammu and Kashmir and has a total land
area of about 2,651 square kilometers, which is 1.19 per cent of state’s total area. The District is known
as the gateway to Jammu and Kashmir. It is bordered on north by the districts of Udhampur and Doda,
on the north-west by Samba district, with Pakistan on the west, on the south by Gurdaspur district of
Punjab and on the east by the Chambra and Kangra districts of Himachal Pradesh.
Topographically, the district has both hilly (around 65 per cent) and plain (around 35 per cent) terrain.
The rivers of Ravi, Ujh and Sewa flow through the district.
It is sub-divided into five sub-districts and has 512 villages. The urban areas constitute 14.5 percent of
population and 85.5 percent lives in the rural areas of villages. Agriculture is the main occupation,
employing 56 per cent of the labour force (as of Census 2001). The remaining is in household industry at
two per cent and other workers27 at 42 per cent.2
Major food crops are wheat, paddy and maize and the main non-food crop is fodder. Major farming
systems/enterprises include agriculture, animal husbandry (cow, buffalo, sheep, goats, pigs), and
horticulture (mango, walnut and litchi).
Table 153: Comparison of Kathua district with Jammu and Kashmir – Key Indicators
Indicator Year Kathua Jammu and
Kashmir
Area, in sq.km. 2011 2,651 222,236
No. of households 2011 89,347 1,559,544
Source: Census 2011, District Kathua at a Glance (2011-12)
27
Workers'.
2
276
2.1. Demography
As per Census 2011, Kathua district has a population of 616,435 – about five per cent of the State
population. The district’s literacy rate is 73.09 per cent, which is higher than the state average of 69.7
per cent and closer to All-India average of 74 per cent. Male literacy at 81.53 per cent is significantly
higher than female literacy rate at 63.72 per cent.
While 57 per cent of the population in the district is in working-age group (15 to 59 years), about 37 per
cent is actually working i.e. work participation rate, as per census 2001.

Jammu and
Indicator Year Kathua
Kashmir
Population, No. 2011 616,435 12,541,302
2011 14.55% 24.8%
population, %
ST population, % 2001 8.6% 10.90%
Literacy rate, % 2011 73.09% 69.7%
Main workers, No. 2001 161,823 2,608,668
2001 57.48% 56%
total population, %
Source: Census 2001, Census 2011,
rate.
cent are cultivators, five per cent are agricultural labourers, about two per cent is workers in household
2.2. Economy
estimates). The GDDP at constant prices is estimated to have increased at four per cent per annum. The
277
Figure 100: Estimated GDDP of Kathua district, at current prices, in Rs. Crore
5,000 4,623
4,500 4,007
4,000 3,460
3,500
3,000
2,500 2,178
2,000
1,500
1,000
500
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Kathua is basically an agrarian district and is driven by the agriculture and the allied
activities. Gross area of about 1.20 lakh hectares have been brought under cultivation. Primary food
crops grown in the district includes wheat, paddy and maize. Horticulture also has a major presence in
the district and both fresh and dry fruits are grown. Around 15,880 hectare of land is under horticulture
crops and the main fruits produced in the district are mango, walnut and litchi.
Table 155: Area sown under different agriculture crops in the district of Kathua – 2011 -12
S. No. Name of the crop Area in Hectare
1 Paddy 27,458
2 Wheat 43,470
3 Maize 21,190
4 Gram 1,826
5 Other Millets 300
6 Pulses 4,234
7 Total Food Grains 92,118
8 Vegetable & Fruits 2833
9 Spices & other food crops 320
10 Total food crops 101,331
11 Fodder 10,487
12 Oil Seeds 7,510
13 Other Non Food Crops 20
Total Area Sown 119,648
278
Industry: Kathua is one among the few districts in the state to have an industrial presence. Proximity
with neighbouring states such as Punjab, availability of considerable area of flat terrain compared to
other districts in the state, incentives to industries have led to setting up of some industries in the
district. As on March 2013, 2,326 industrial units are functional employing around 15,323 people. There
were four large and medium scale industry which gives employment to 8,690 people28. The district also
houses the famous Chenab Textile Mills (C.T.M), one of the largest and oldest industrial units in the
state which provides direct employment of around 8,500 people. Most of the other units in the district
fall under the Micro, Small and Medium sized Enterprises (MSME) category. District has eight industrial
areas to promote industries in the region.
Services: Based on discussions with the stake holder of the district, we observe that the service sector
has shown a good growth in the last five years. This is mainly because of private player entrance in the
market. Private players in service sectors such as telecom, banking, etc. (companies such as Airtel, HDFC,
Axis Bank, etc) have started their operations in the district and many youths are employed in these
sectors.
As of 2012-13, Kathua district had 1,422 government schools with 75,737 students enrolled and 355
private schools with 60,531 students enrolled. The district has 1,043 primary schools, 487 Middle, 167
high schools and 80 higher secondary schools.
Table 156: School education infrastructure in Kathua district, as of 2012-13

Primary Middle High Higher Secondary
Type No. Students No. Students No. Students No. Students
Government 912 34,799 369 21,383 104 12,456 37 7,099

Private 131 27,413 118 22,794 63 6,511 43 3,813
Source: District education office, Kathua
For higher education, the district has seven colleges for general education. The seven general colleges in
Table 157: Streams available with degree colleges in Kathua district

GDC Kathua Arts, Science, Commerce, Fisheries, Functional 1961
English, En. SC, Sociology, BCA, BBA, Bio-Tech &
Psychology
WC Kathua Arts, Science, Env. Sc, Geography, & English Lit 2005
GDC Hiranagar Arts, Science, Env. Sc. & Geography 2005
GDC Basohli Arts, Science, Env. Sc & Commerce 2005
28
Source: District Industries Centre, Kathua
279

GDC Billawar Arts, Science, Env. Sc, geography, Commerce & 2005
BCA
GDC Bani Arts and Env. Science 2008
GDC Mahanpur Arts and Env. Science 2011
focused on arts and environment science only. There are no engineering or technical colleges
Kathua district also has 34 Private colleges which include 17 colleges for Bachelor of education (B.Ed), 5
general degree colleges, four colleges for Bachelor of business administration (BBA), seven colleges for
Bachelor of computer application (BCA) and one college for Law studies.
The district houses one polytechnic (for technical education) and four ITIs.
Table 158: Key ITI Indicators in Kathua District

Indicator Value
Total Number of it is 4
Table 159: Details of Govt. ITIs for Kathua district

No. of Seating
Name ofITI Trade Duration Intake Units Capacity
Painter (General) 02 21 1 21
Turner 02 16 1 16
Welder 01 16 1 16
COPA 01 26 1 26
ITI Kathua
Rural Informatics Management 06 Months 52 1 52
Plumber 01 21 1 21
Fitter General 02 21 1 21
Electronic Mech Multiskilled 02 21 1 21
Beautician 06 Months 42 1 42
Total 383 15 383
280
No. of Seating
Welder 01 16 1 16
COPA 01 26 1 26
ITI Billawar
Mech. (Motor/Vehicle) 02 21 1 21
Plumber 01 21 1 21
Hair & Skin Care 01 21 1 21
Total 189 9 189
Welder 01 16 1 16
COPA 01 26 1 26
ITI Basholi
Plumber 01 21 1 21
Electronics Mechanic 02 21 1 21
Mech. Rep. & Main LMV 06 21 1 21
Total 147 7 147
COPA 01 26 1 26
Plumber 01 21 1 21
ITI Bani
Mech. (Motor/Vehicle) 01 21 1 21
Total 110 5 110
2.4. Unemployment performance
Unemployment rate:
As of December 2012, the employment exchange in Kathua district had 16,322 unemployed youth
281
Centre
40000 37337 38095
34410
30000
20000 16322
10000
0
2009 2010 2011 2012
matric passed at 25.4 per cent, graduates passed 12.1 per cent, middle passed 7.2 per cent, post
graduates by 6.3 per cent, ITI trained by 3.5 per cent, diploma holders by 3.1 per cent and remaining 3.1
per cent are in others category which include illiterate, PUC, Draftsmen’s and Skilled other than.
282
ITI Trained 3.5% Diploma Holders 0 Others 3.1%
Post Graduates 3.1%
6.3%
Middle 7.2%
TDC 39.3%
Graduates 12.1%
Matric 25.4%
In the process of identifying the growth engines for the Kathua district, we held youth group discussion
in the district to understand their aspirations. They key points are summarised below:
Youth Aspirations
Sector Interests
High Low
High Services Agriculture
Employment Potential
Low -- Retail, self employment
 Entrepreneurial zeal: Based on our discussion with the youth in the district, we observe that most of
them prefer working in a unit rather than setting up an own venture, which signifies they are risk
averse. Their preference is to go for Government jobs only, as they provide a secure source of
income. Based on our discussions, we found that only around five to ten per cent of the students
want to go for self-employment opportunities. Also, we observe that most of the youth are unaware
about the schemes offered by various government agencies for assistance on self employment.
 Migration trends: Based on our discussions with youth, it is observed that the youth are willing to
move out of the district and state (as the district shares border with other states) for employment as
there are limited opportunities in the district. Some of the places where youths are willing to
transfer for opportunities include Punjab state, NCR region. Also, we observe that the youth in the
district transfers to other places such as Jammu and Pathankot in Punjab for pursuing higher
education.
283
 Satisfaction with existing education infrastructure: Youth prefer Government educational

institutions for its high weightage in the job market and low fee structure. Youth also mentioned
that infrastructure of educational institutes (including schools), especially in rural areas, needs to be
upgraded.
 Interest on higher studies: We observed that only around 10 to 20 per cent of the youth are
interested to pursue higher education in technical institute such as polytechnic or engineering
college. One of the reasons cited for the same is that there are no higher technical institute in the
district and have to transfer to other district to pursue education.
 Job preference: Youth prefers to get employed in public sector primarily because of the job security
and also their perceived benefits in these jobs such as less work pressure, better pay scale, etc.
Preferred sectors to work include automobile, service sectors (such as telecom, banking) and
manufacturing units.
2.6. SWOT analysis
Based on the diagnostics of the Kathua district, we have prepared a SWOT (Strengths, Weaknesses,
Opportunities and Threats) analysis, which has been presented below.
284
Figure 103: SWOT Analysis of Kathua district

(1) Locational advantage: Proximty (1) Agriculture and allied (including

to other states horticluture)
(2) Road network connectivity to (2)Textile
other states and NCR (3) Wood based industries
(3) Industrial presence compared (4) Unorganized sector
to other districts in the state (5) Manufacturing industries
(1) Hilly terrain of the district,

being a hindrance for industrial
expansion
(2) Political perception about the
state in the minds of people (1) Intermittent Power Supply
affecting new industrial
establishments in the district
(3) Unwillingness among youth to
involve in blue collar works and
working in private sector
Weaknesses Threats
Based on our field surveys in Kathua district and sectoral analysis on its strengths and weaknesses as
interventions are mainly agriculture & allied, textile and handicraft and handloom. In addition, the
district also has small organised and unorganised manufacturing and engineering industries, which do
not have significant employment generation potential, but are facing shortage of skilled manpower such
as electrician, welder, fitter, etc.
Sectors where interventions are required in Kathua

Textile
Handicraft and Handlooms
Other Manufacturing
285
is likely to be generated in Kathua district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Kathua and where skill up-gradation will be
required within Kathua are agriculture & allied, textile, handicraft and handloom and other
manufacturing.
(inclusive of construction, food processing and fabrication etc) will generate about 7,644 jobs and about
14,307 jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is projected to
29,402 and about 39,924 for the period 2017 to 2022, most of which are in the minimally skilled
category in the whole ten year period.
Table 160: Incremental Demand in Kathua - 2012 to 2017

Minimally Semi
Education 1,170 0 23 1,147
Building Construction and Real estate 1,311 1,101 142 68
Total 29,402 19,472 5,537 4,394
*The other manufacturing sector projections include wood based products, engineering based, metal products and steel products.
286
Table 161: Incremental Demand in Kathua - 2017 to 2022

Minimally Semi
Other manufacturing 11299 5,649 3,955 1,695
Education 1315 0 26 1,289
Building Construction and Real estate 1359 1,141 147 71
Healthcare 1076 108 108 860
Total 39924 24,824 8,487 6,613
*The other manufacturing sector projections include wood based products, engineering based, metal products and steel products.
As of 2011-12, Kathua district has a total population of 6.15 lakh persons. Of this, the working-age
287
Figure 104: Human resource pipeline in Kathua district as of 2011-12
Population:
6.15 lakh
Working age
population:
3.53 lakh
Labour Force:
2.57 lakh
skilled labour29.
Figure 105: Human resource pipeline in Kathua district as of 2022 (projected)
Population:
7.68 lakh
Working age
population:
4.41 lakh
Labour Force:
3.15 lakh
29
288
Figure 106: Skill wise incremental demand and supply in Kathua district – 2012 to 2017
excess supply of manpower in semi skilled and skilled levels. During the period of 2017-2022, we find
that deficit supply of manpower in minimally skilled and semi skilled levels and excess supply of
manpower in skilled level.
Figure 107: Skill wise incremental demand and supply in Kathua district – 2017 to 2022
289
4. Skill mapping
4.1. Agriculture and Allied activities
Agriculture is the primary activity in Kathua district and around 45 per cent of the population is involved
in agriculture. A gross area of 1.2 lakh hectares in the district is under cultivation of various crops. The
cultivable land in the district is around 60,000 hectares and food crops cultivation constitutes around 70
per cent of the cultivable land30. Major food crops are wheat, paddy and maize. Fodder is the major non
food crop. Agriculture department in the district is involved in various activities to promote and improve
the agricultural productivity in the district. The department provides equipments relating to farming on
a subsidised cost. Hybrid seeds of food crops are provided at less cost to increase the yield. Also, the
department involves in training farmers on various aspects in agriculture such as:
 Production to processing of crops (Particular crop as per season)
 Technical knowhow of weed crop
 Organic farming
 Usage of fertilizers and insecticides
 Training the farmers through Krishi Vigyan Kendra
Horticulture is also an important activity in the district. Food crops and medicinal plants are grown in the
district. The district produces both dry and fresh fruits and the major fruits are mango, walnut and litchi.
Department of horticulture is involved in promoting the horticulture crop growth in the district by way
of incentivising the farmers by providing subsidies on cost of crop development and training on
horticulture crop cultivation.
Also, people involved in other allied activities such as animal husbandry (such as dairy, goatery, etc)
which would enable them to earn additional income apart from their primary occupation. There are also
762 registered fishermen in the district and has a good scope for inland fishing in ponds, lake and
reservoirs.
Based on the discussions with the stake holders of the district, some of the skill gaps observed in the
agriculture and allied activities in the district are as follows:
Table 162: Skill gaps in agriculture and allied sector

Job role Skill gaps
Cultivator / agricultural  Shortage of agriculture labourers is found in the district. There

labourer are people from other state such as Punjab and Bihar (for
transplanting functions) used as agricultural labourers. Most of
the youth are not willing to involve in agriculture in the district.
30
Source: Discussions with Department of Agriculture
290
Job role Skill gaps
 Inadequate knowledge on modern farming methods and

equipments used in farming
 Inadequate marketing knowledge
 Inadequate exposure to grow high revenue generating crops
 Inadequate knowledge on crop protection techniques
4.2. Textile
Kathua district is known for the textile industry. One of the oldest and largest textile industries in the
country, Chenab Textile Mills (C.T.M.) established in 1962, is in Kathua. The company is an important
industry is the district as it acted as a catalyst in starting up the industrialisation in the district. This
spinning mill with more than 1,70,000 spindles is involved in both export and domestic sales and
provides direct employment to around 8,500 people. The industry requires skilled manpower in trades
such as blow room operator, card fitter, comber fitter, etc. The unit trains the personnel on recruitment
as per the work requirement. There is a proposed textile park in the district and if it becomes
operational, the sector would provide employment opportunities to a large number of people.
Based on the discussions with the industry players and stake holders of the district, some of the skill
gaps observed in textile sector for the district are as follows:
Table 163: Skill gaps in textile sector

Job role Skill gaps
 Shortage of human resource is observed. Local people are unwilling

Operator (Spinning) to work in blue collar jobs and jobs which demands work in shift.
 Inadequate industrial and work culture observed among workers
which is resulting in a higher attrition rate
 Shortage of skilled and trained resources within the district. Most of
the skilled people are from outside the state
 Inadequate knowledge on complete spinning process is observed
among all cadres (production and managerial). Operators are not
keen on understanding the pre and post process of the work they
indulge in.
 Inability to multi task (work in various process as per requirement)
4.3. Wood based industries
The district has a good number of wood based industries and is known for different type of products.
There are around 82 small wood based units registered with district industries centres in the district.
End products manufactured in these units include furniture, cricket bats, etc.
291
Cricket bat making Finished cricket bats

There are around 18 registered number of cricket bat making units found in the district. Cricket is the
most popular sport followed in the nation and there is demand for cricket sport goods articles
throughout the country. Cricket bat making requires special willow wood which is found in the state.
Cricket bat making involves stages such wood cutting, handle fixing, shaping, threading and finishing.
Trained and skilful workers (locally known as Kharighar) are employed in these units for working in
wood. It is a skilful activity and training and experience are found to be essential.
Table 164: Skill gaps in wood industry

Job role Skill gaps
Kharighar (Artisan)  Less motivation among youth to be a part of the sector and there is
shortage of skilled human resources for the industry
 Inadequate creative and designing skills
 Inability to make value add products. For example: Handle for bats (a
value add product) is generally procured from Jalandhar for cost
 Inadequate knowledge to market their own products and depending
on middlemen
4.4. Handicrafts and Handlooms
Jammu And Kashmir State is well known for handicraft products and the district is no exception as well.
The handicrafts and handlooms are an important activity found in the district and for majority of the
artisans, this is a traditional skill.
Training on bamboo articles making Bamboo tables and chairs Basohli painting
292
Handicraft artisans from Kathua are well for their craftsmanship. One of the famous handicraft products
of the district is the Basohli paintings. This miniature painting, which uses primary and peculiar facial
formula, is an internationally acclaimed artefact. This is majorly found in and around the town of Basohli
and so the origin of the name of this type of painting. Other types of handicraft products in the district
include embroidery, calico printing, and bamboo products. Department of Handicraft promotes for the
development of craft products in the district. There are 20 training centres run by the department in the
district with intake capacity of 500 trainees. They offer training in different trades such as bamboo work,
calico printing, carpet weaving, basohli painting, phoolkari embroidery, etc. The department assists in
skill development, providing loan under micro-credit plan schemes and formation of co-operative
societies among craftsmen.
There are also a good number of weavers found in the district. Handloom is a cottage industry and the
weavers perform their work in the house. Some of the specialized fabrics weaved here includes
Pashimna shawls, blankets, other cotton items. There are more than 700 weavers in the district and
most are registered with the cooperative societies in the district. Department of Handloom is working
for the development of this sector and are involved in setting up of cooperative society among weavers
and providing training to them. The department is engaged in improving the skill of the weaving
community through its nine training centres which has total intake capacity of 110 trainees per year.
Based on the discussion with the stake holders of the district, Skill gaps observed in this sector include:-
Table 165: Skill gaps in handicraft and handloom sector

Job role Skill gaps
Artisans  Inadequate marketing knowledge. Most of the artisans sell their

products to middlemen who reap the benefits.
 Inability to understand the changing demands of the market and
make changes in the product making accordingly
 Inadequate creative and designing skills
 Inadequate exposure to use modern equipments and technology in
handicrafts
5. Recommendations
Recommendations for Kathua district focus on the sectors of agriculture and allied activites, textile, and
handicrafts and handlooms. Some of these sectors will have recommendations for the private sector,
which will directly translate, to skills being developed and the others will need Government intervention
to facilitate improvements. Finally, majority of the skills required will also tend towards up-skilling
ventures, especially in the unorganized sector where skills are already present in abundance.
5.1. Government
 Conduct awareness campaigns to make youth understand about various schemes and assistance
offered for self employment. Most of the youth in the district are unaware of such facilities
293
 Organize mass marketing drives to bring out the various products produced and showcase the same
to the tourists/external suppliers
 Introduce relevant courses (like spindle machine operator, blow room operator, machinist, etc )
based on the market and youth preferences in the ITI and polytechnic
 Organise campaigns on skill development training programs conducted by various departments and
scale up these program to benefit for most of the population
5.2. Industry
 The textile industry in the district requires skilled human resources. They can tie up with a private
training provider or local institutes in the district to offer course as per their requirement. They
could also aid the institutes by way of field visits, equipment facilities, guest lectures, etc. This would
be a mutual benefit for the industry and trainee as the industry is assured of a skilled trainee as per
requirement and the trainee is assured of placement.
 Wood based industries may establish a common facility centre to make more value added products.
Common facility centre may be installed with machineries and equipment enabling production of
high value goods and training on such products (skill upgradation) can be conducted in the centre to
the workforce.
 Other manufacturing industries in the district may also tie up with the local Industrial Training
Institutes (ITIs) as they required skilled resources such as fitter, turner, electrician, etc.
Table 166: Recommendation for Private Training Providers
Sector Training Area (Indicative) Other remarks
Agriculture and  Usage of modern equipments in farming The private training providers
Allied Activities  Pest and weed control can coordinate with the
 Yield management Government departments
 Inter cropping techniques (state and central) and provide
 Irrigation techniques (Example: Drip training through their various
irrigation) schemes for skill development.
 Horticulture and Floriculture crop training By this, they will be able to
(vegetables and fruits) overcome sourcing and
 Marketing and sales of agricultural produce sustainability issues to a certain
 Integrated course on production, extent.
processing and marketing
Textile  Knowledge of fibres Adequate practical exposure

 Spinning process and machine operation should
 Spinning machine operation (Spindles) be part of the training program.
294
Sector Training Area (Indicative) Other remarks
 Value chain process of garment Authorised certificates need to

 Blow room operation be provided for the candidates
 Complete process to enable multi tasking after the completion of training
 communication skills and basic etiquettes programs.
should be a part of their curriculum since
people are from rural background
Unorganised  Knowledge of various crafts The private training providers

sectors  Market demand, consumer taste and may co ordinate with
(Handicraft and preference government agencies to
Handloom)  Equipment usage in handicraft making implement these training
 Hybrid designs (mix of various art forms) through various skill
 Knowledge on product marketing development schemes
 Entrepreneurship development skills
 Selling strategies
5.4. NSDC
 NSDC with its sector skill councils and its training partners to facilitate training in the above-
mentioned sectors. It should focus on increasing participation from regional private skill training
providers with focus on the sectors of textile and unorganized sector
295
8.10. Kishtwar
1. Introduction
The district of Kishtwar lies in the Jammu region in the state of Jammu and Kashmir. District Kishtwar
was carved out from Doda district in the year 2007 and it started functioning as independent
administrative unit on 01-04-2007. Kishtwar town is the HQ of District Kishtwar situated at a distance of
235 kms from Jammu, winter capital of Jammu and Kashmir State. Commonly known as the 'Land of
Sapphire and Saffron’, it is also very rich in forest products.
As of 2011 it is the third least populous district of Jammu and Kashmir (out of 22), after Kargil and Leh.
The District has derived its name from "Kishat Rishi" who stayed here. Kishtwar is surrounded by Doda
district and Himachal Pradesh state from South, Anantnag district from West, Kargil district from North
and East. It has a total land area of 7,737 square kilometres.
It is sub-divided into four tehsils and nine blocks namely Kishtwar, Drabshalla, Nagseni, Inderwal,
Chatroo, Marwah, Warwan, Dachan and Paddar and has 156 villages. The urban areas constitute about
6.4 percent of population and about 93.6 percent lives in the rural areas.
Kishtwar district has rich potential in Travel, tourism and hospitality. The key tourist’s spots are Jama
masjid, Paddar, Chingam, Chowgan ,Sinthan top etc. Agriculture is the main occupation, employing 67.0
per cent of the labour force (as of Census 2011). The remaining is in household industry at 1.4 per cent
and other workers31 at 31.6 per cent.2 Agriculture is mainly dominated by cultivation of wheat, maize,
saffron, paddy and vegetables. The major horticulture crops in Kishtwar district apple and walnut. In
spite of above, district also has potential in Handicraft and Handloom. The main craft of Kishtwar district
are Crewel, Stapple, Wheat Strawa, Carpet and Sozzni.
Table 167: Comparison of Kishtwar district with Jammu and Kashmir – Key Indicators
Indicator Year Kishtwar Jammu and Kashmir
Area, in sq.km. 2011 7,737 222,236
No. of households 2011 45,209 1,559,544
Source: Census 2001, Kishtwar Statistical Handbook 2011-2012
31
Workers'.
2
296
2.1. Demography
As per Census 2011, Kishtwar district has a population of 231,037 – about 1.8 per cent of the State
The district’s literacy rate is 58.54 per cent, which is lower than the state average of 68 per cent and
also than the All-India average of 74 per cent. Male literacy at 71.75 per cent is significantly higher
than female literacy rate at 44.13 per cent.

Jammu and
Indicator Year Kishtwar
Kashmir
Population, No. 2011 231,037 12,541,302
2011 6.4% 24.8%
population, %
SC population, % 2011 6.2 % 7.5%
ST population, % 2011 16.5% 10.90%
Literacy rate, % 2011 58.5% 69.7%
Main workers, No. 2011 44,718 2,608,668
2001 NA 56%
total population, %
2.2. Economy
Agriculture: Of the total area of 2,630 sq. km. in the district, 175 sq. km (6.6 per cent) is net sown area
(cultivated land). Maize, wheat, paddy, saffron and vegetables are principal crops grown in the district.
297
Horticulture: Due to favorable climatic conditions horticulture has great potential in Kishtwar district.
The district has orchards of various fruit varieties but plantation is in a scattered manners. The main
horticulture crops grown in Kishtwar district are apple and walnut.
Animal Husbandry: Kishtwar district has high potential for sheep and animal husbandry. Livestock
rearing is an important occupation of the village folks in general and migratory population of Kishtwar.
According to 18th Livestock census 2007, the district has a cattle population of 1,35,040, 14,576
buffaloes, 2,15,578 sheep, 73,830 goats and 98,044 poultry. Sector presents opportunity for dairy
products and cattle feed.
Industry: Kishtwar district has zero industrial base and commercial activities run on a very small scale.
There is only one industrial area in Kishtwar with acquired land of 2.1 hectare, all of which has been
developed. There are 15 industrial units, employing 83 daily workers (all employed in small scale
industry). There are no large or medium scale units in the district Most of the industrial units in the
district are involved in repairing and servicing (40 per cent). Other units are involved in activities such as
agro based, woollen, silk and artificial thread based clothes, readymade garments and embroidery,
wood based furniture, Metal based, and Mineral based.
As of 2011-12, Kishtwar district had 879 schools, with 53,171 students enrolled. The district has 515
Table 169: School education infrastructure in Kishtwar district, as of 2011-12

Primary Middle High
Total 515 13,249 287 20,086 77 19,836
For higher education, the district has three colleges for general education. The three general colleges in
Table 170: Streams available with degree colleges in Kishtwar district
GDC Kishtwar Arts, Science, Commerce, Env. Sc, Sociology & 1986
Computer Application
GDC Chatroo Arts & Env. Sc. 2008
GDC Marwah Arts & Env. Sc. 2011
298
focused on arts, science, Sociology, computer application, Commerce and environment science only.
There are no engineering or technical colleges.
The district has one polytechnic (for technical education) and one ITI.
Table 171: Key ITI Indicators in Kishtwar District, as of 2011-12

Indicator Value
Table 172: Details of Govt. ITIs for Kishtwar district
No. of Seating
Fitter 02 21 1 21
Welder 01 16 1 16
COPA 01 26 1 26
IT & ESM 02 21 1 21
ITI Kishtwar Computer Assembly &
Maintenance 06 Months 52 1 52
Interior Decorator & Designing 01 21 1 21
Management 06 Months 42 1 42
Plumber 01 21 1 21
Draftsmen Civil 02 21 1 21
Total 608 23 650
299
There are also private training centres such as InfoTech Computer Institute, Kishtwar Catalog The
Computer Institute IT Education Cooperative Ltd (KCCI).,These provide training in sectors such as
printing, garment making, Travel and Tourism ICT, electrical and construction.
Unemployment rate:
As of December 2012, the employment exchange in Kishtwar district had 13,734 unemployed youth
Centre
13740 13734
13718
13720
13697 13698
13700
13680
13660
2009 2010 2011 2012
matric passed at 29.7 per cent, middle passed at 15.7 percent, graduates passed at 7.2 per cent, ITI
300
trained at 4.4 per cent remaining 5.9 per cent are in others category which include illiterate, degree
holders, diploma holders, draftsmen and skilled other than etc.
0 0
Others 5.9% 0 ITI Trained 4.4%
Graduates 7.2%
TDC 37.1%
Middle 15.7%
Matric 29.7%
In the process of identifying the growth engines for the Kishtwar district, we held youth group discussion
Youth Aspirations
Sector Interests
High Low
Agriculture and
High - allied/Handicraft and
handloom
Low Electrical/Civil -
 Satisfaction with existing education infrastructure: The students are satisfied with the institute
infrastructure available with the training institutes.
 Job Preference: Majority of the Youths, prefer Government jobs due to job security, high salary and
low work pressure in Government sector.
15,000 to 20,000 per month.
 Migration trends: Of the total surveyed, almost 90 per cent youth do not want migrate from
Kishtwar because they want to work with Jammu and Kashmir Government to contribute towards
their state.
301
 Entrepreneurial zeal: Of the total Youth surveyed, Almost 90 per cent of the youth did not show
their interest towards starting their own business due to risk involved, lack of information and they
feel that they are not financially sound to start their own business.
 Willingness to pursue higher education: Based on our discussion with the youth, majority
of the youth want to go for higher degrees like B. Tech and AMI (Associate Member of
Institution of Engineers.
fees, better infrastructure and adequate facilities.
 Interest towards local industries: During our interaction, Youth did not show their interest towards
local industries because of absence of large scale industries in their related field.
2.6. SWOT analysis
Based on the diagnostics of the Kishtwar district, we have prepared a SWOT (Strengths, Weaknesses,
302
Figure 110: SWOT Analysis of Kishtwar district
(1) Rich agriculture, horticulture and

forest Resources.
(2) Abundant grass lands, natural beauty (1)Horticulture
of hills and mountains (2) Potential for Tourism and Hospitality
(3) Availability of workforce (3) Agriculture and allied
(4) Starting Point of Pilgrims Yatra's: (4) Handicraft and Handlooms
Machel Yatra, Kailash Yatra and Sarthal
Devi Yatra
(1) Bad road connectivity

(2) Lack of tele-communication in some (1) More prone to natural disasters.
blocks
(2) Dependency of Youth on
(3) Absence of large scale industries Government Jobs
(4) Lack of Skilled Man power
(5) Absence of enterpreneurship among
people
Weaknesses Threats
303
Based on our field surveys in Kishtwar district, employment patterns, sectoral analysis and past growth
across sectors, we have found out that sectors which require skilling interventions are mainly
Agriculture and allied, Travel, tourism and Hospitality, Handicraft and Handloom and Other
manufacturing.
Sectors where interventions are required in Kishtwar
Other Manufacturing
is likely to be generated in Kishtwar district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Kishtwar and where skill up-gradation will be
required within Kishtwar are Agriculture and allied, Travel, tourism and Hospitality, Handicraft and
development, healthcare and tourism & hospitality) will generate about 1,678 jobs and about 2,421 jobs
by 2017 to 2022. Similarly, from 2012 to 2017, the secondary sector (inclusive of construction, food
processing and fabrication etc) will generate about 542 jobs and about 579 jobs from 2017 to 2022. The
total incremental demand during 2012 to 2017 is projected to 10,980 and about 12,569 for the period
2017 to 2022, most of which are in the minimally skilled category in the whole ten year period.
Table 173: Incremental Demand in Kishtwar - 2012 to 2017

Minimally Semi
304
Minimally Semi
Total 10,980 8,316 1,226 1,438
Table 174: Incremental Demand in Kishtwar - 2017 to 2022

Minimally Semi
Total 12569 9,238 1,440 1,891
As of 2011-12, Kishtwar district has a total population of 2.31 lakh persons. Of this, the working-age
32
working age population of Doda district, as Kishtwar district is carved out from Doda district in 2007.
305
Figure 111: Human resource pipeline in Kishtwar district as of 2011-12
Population:
2.31 lakh
Working age
population:
1.24 lakh
Labour Force:
0.96 lakh
skilled labour33.
Figure 112: Human resource pipeline in Kishtwar district as of 2022 (projected)
Population:
2.90 lakh
Working age
population:
1.56 lakh
Labour
Force:
1.19 lakh
33
306
Figure 113: Skill wise incremental demand and supply in Kishtwar district – 2012 to 2017
During the period 2012-2017, we find that the deficit supply of manpower in minimally skilled level and
excess supply of manpower in skilled and semi skilled levels and this trend continues for the period of
2017 to 2022 too.
Figure 114: Skill wise incremental demand and supply in Kishtwar district – 2017 to 2022
307
4. Skill mapping
Based on our field surveys in Kishtwar district we have mapped the skill requirements and the gaps
faced by the sector in the section below.
As mentioned above, Kishtwar district has zero industrial base and commercial activities run on a
very small scale around 67 per cent people depends on agriculture and its allied activities.
Agriculture is the main source of livelihood of the people. The net sown area of Kishtwar district is
about 17,510 hectares. The main agricultural crops in the district are Wheat, Maize, Vegetables,
Saffron and paddy. Major horticulture crops are Apple and Walnut.
Agriculture: Scope in agriculture is towards seed production, saffron production, vegetable

production and paddy farming extensively.
Saffron Cultivation
Saffron is one of the precious natural resource of Kishtwar district which is used for making various
medicinal and cosmetic products. Saffron is cultivated in various villages area Pochhal, Hidyal, Tund,
Matta, Bera-Bhata, Chirhar etc. which undertake almost 1000 kanal of land. Saffron grown in
Kishtwar is considered superior to that grown in Pampore, Kashmir.
Table 175: Skill Requirements in Saffron cultivation in Kishtwar District

Job Role Expected competency
Farmers  knowledge of Stigma separation, drying, picking of flowers, packaging and
storage
 knowledge of diseases management
 knowledge of rodent management
 knowledge of chemical control and management
 Knowledge of modern techniques and practices specific to saffron
cultivation
 Knowledge of grading and packaging
Horticulture: Kishtwar district has great potential in horticulture crops like Apple and Walnut skill Up
gradation and infrastructure also needs to be develop parallel.
Animal husbandry: Livestock forms an integral part of the Kishtwar agricultural economy. Generally
people of Kishtwar district have small holdings with 8-10 cattle in each household (2-3 Milk animals)
living as scattered population over mountains. However in recent decades some urban families have
adopted dairy farming/poultry farming/marketing of livestock & livestock products as their primary
occupation.
308
Besides this, livestock is important source of several value added products, which are not properly
processed and utilised as a commercial activity, but have immense future business potential.
Rearing of livestock is a core activity of communities such as Gujjar, Bakerwal and Paharis. According to
18th Livestock census 2007, the district has a cattle population of 1, 35,040, 14,576 buffaloes, 2, 15,578
sheep, 73,830 goats and 98,044 poultry. Sector presents opportunity for dairy products and cattle feed.
 Lack of infrastructure
 Lack of technical man power
 Paucity of funds
Table 176: Skill Gaps in Agriculture and Allied Sector in Kishtwar District
Job role Skill gaps
Cultivator / agricultural • Lack of knowledge of modern techniques and methods.

labourer/Farmers • Lack of knowledge of sorting, grading and packaging
• Inadequate knowledge of diseases management
• Lack of knowledge of modern machines and tools for
agriculture and horticulture production.
• Inadequate value addition skills
• Inadequate marketing skills
• Lack of knowledge of machine rearing of livestock
• Lack of knowledge of Intercultural operation
• Inadequate knowledge of chemical control and management
• Lack of knowledge of post- harvest technologies
• Lack of logistics management skills

As other districts of Jammu and Kashmir, Kishtwar also have tremendous potential of travel and
tourism. The key tourist places are Jama Masjid, Paddar, Sinthan Top, Chingam, Chowan etc.
In addition to above Kishtwar district also a starting point of pilgrims yatra such as Machail yatra,
Kailash yatra and sarthal yatra34.
There are many Holy and Tourists’ spots in the district:
Table 177: Key Tourists spots in Kishtwar

Machail Yatra Every year thousands of devotees pay visit to the Holy Shrine with the faith
undeterred and to receive the blessings of Mata machail waali situated around 30
kms away from Gulabgarh village, Paddar
34
Data on number of tourist for Kishtwar district is not available.
309

Sarthal Yatra Ashtdashbhuja Mata (Eighteen armed goddess), an incarnation of Durga has been
the chief deity of the Hindus of Kishtwar and its adjoining area from the ancient
times. A stone temple was got constructed at Agral Sarthal and some devotees
along with their families settled there and this settlement was named Agral after
the name of Raja Agar Dev
Jamia Masjid The Jamia Masjid of Kishtwar is the oldest mosque in district Kishtwar. It has
already been said that a mosque had been constructed in Kishtwar before 1650
A.D. Masjid-e-Faridiya and Jamia Masjid Kishtwar follow. The Jamia Masjid of
Kishtwar was one of the biggest mosques in Jammu province.
Ziarat Shah Fadid- A ziarat constructed over a tomb of shah Farid-ud-Din, a great Muslim saint and is
Ud-Din situated in the heart of Kishtwar town. It is believed that shah Farid-ud-din came
to Kishtwar during the reign of Raja Jai Singh to propogate Islam.
Chowgan howgan or parade ground is located in the heart of Kishtwar town. It has total
area covered about 165 acres. It is surrounded by Chinar, Deodar and different
kinds of trees. It is surrounded by temple called Gori Shanker Mandir in North and
in its south their is a Shrine (Ziyarat) of Asrar-Ud-Din- Bagdadi.
Chingam Chingam is midway between Sinthan Top and Kishtwar/Chatroo. Chingam is most
beautiful small valley picturesque spot, with lush evergreen forest surrounding
the corners from Top to bottom hills merging into crystal clear river flowing at the
foot. Chingam valley has amazing array of Terraced Paddy fields, can well remind
of you famous Bali (Ubud). This is a must visit place.
Paddar Paddar is famous for sapphire/ruby mines located in this area. It has hot springs
and a river which is ideal for canoeing.
Sinthan Top Sinthan top is a spot 12000 ft above sea level in Kashmir which is midway on the
Kishtwar-Srinagar road. It is about 83 kms from Kishtwar town and it is 132 km
from Srinagar
Warwan Warwan is one of the most scenic valleys, located near Dachhan Valley. It is linked
with Kashmir Valley through Margan Pass, which leads to Inshan from a track that
also goes to Pahalgam
Marwah Marwah is one of the Town in Marwah Tehsil in Kishtwar District and is situated
about 65km from Kishtwar. Marwah is famous for its natural beauty
Source: www.Kishtwar.gov.in
Source: www.Kishtwar.gov.in
310
Table 178: Skill Gaps in Travel, Tourism and Hospitality Sector in Kishtwar District
Job role Skill gaps
Tour operators / travel guides • Lack of knowledge of tourists and holy spots
• Lack of knowledge of pilgrims yatra’s
• Lack of time management skills
• Lack of English and soft speaking skills
Hotels – managers and other • Lack of professional skills

staff (caterers, bell boy, • Inadequate knowledge of basic etiquettes
housekeeping, gardening etc.) • Lack of computer skills
• Inadequate customer orientation
• Inadequate knowledge of discipline and hygiene
Kishtwar district has potential of handicraft and handloom. The handicraft items made by the local
people of Kishtwar have a huge demand among tourists also. The major craft of Kishtwar district are
Crewel, Stapple, Wheat Strawa, Carpet and Sozzni. Department of Handicraft and Handloom has 7
centre’s (3 centre’s at elementary level and four centre’s at advance level) having 25 trainees at each
centre’s.
Table 179: Skill gaps in Handicraft and Handloom in Kishtwar district
Job Role Skill gaps

Artisans/Trainees  Lack of Motivation skills
 Lack of technology advancement skills
 Lack of access to current market design and trends
 Inability to diversify product range
 Not able to market the produce
 Inability to reduce the lead time
4.4. Others
district include:
311
 Food Industries
 Mineral Water
 Agriculture Implement/Tools
 Horticulture based Industries
5. Recommendations
Recommendations for Kishtwar district focus on the sectors of agriculture and allied, travel, tourism and
hospitality, Handicraft and Handloom and other small scale sectors. Some of these sectors will have
5.1. Government
 Department of agriculture and horticulture can their reach of the trainings program providing in
agriculture and allied activities focus on modern techniques and practices.
 Department of agriculture also focus on saffron cultivation by providing conducting skill drives
initiatives on Stigma separation, drying, Picking of flowers, diseases management , rodent
management etc
 Department of animal husbandry and Department of sheep husbandry can focus on extent their
reach of the training programs focusing on breeding of animals, diseases management and
machine sheep rearing etc.
 Conduct skill drives focusing on benefits from value added products produced from agriculture
and allied sector.
 Focus on disseminating more knowledge of growing horticulture crops and their value added
benefits, packaging and marketing

 Department of Tourism should focus on developing special skills i.e. Knowledge on tourist
places, knowledge on pilgrims yatra’s, English speaking, time management etc in collaboration
with private players will lead to creation of experiential tourism that will drive up the number of
tourists who visit the district
 Can conduct awareness programs focusing on benefits derives from travel, tourism and
hospitality sector
 Focus on developing entrepreneurship skills among youth with respective to travel and tourism

 Can arrange skill up gradation training programs, designing workshops and seminars in
collaboration with private training players
312
 Focus on conducting artisans visits to the handicraft and handloom institute for skill up
gradation and learn new things related to handicraft and handloom.

5.2. Industry

Course modules that have an indicative duration of 6-8 weeks can be organized at Kishtwar town which
aim at improving the skills set of people employed across the value chain. The challenge will be to
source the youth to attend these skilling initiatives.
Table 180: Indicative Skilling required in tourism in Kishtwar

 Team Management

The following interventions are required:
 Practical exposure on current trends and practices
313
 Knowledge and practical’s on new design through computers

 Long term and short term courses with respective to marketing
 Finishing, packaging and pricing strategies
5.4. NSDC
NSDC through its sector skill councils and training partners to facilitate training in the above mentioned
focus on the sectors of agriculture and allied, travel, tourism and hospitality and unorganized sector
(handicrafts) and other sector
314
8.11. Kulgam
1. Introduction
District Kulgam lies in the Kashmir region in the state of Jammu and Kashmir. One of the eight newly
created districts of the state, District Kulgam was carved out of the District Anantnag in August 2006 but
made functional administratively with effect from April 2, 2007 to ensure a balanced development of
the region, This district is bounded by Pulwama and Shopian in the North, Anantnag in the East, district
Poonch in the West and districts Reasi, Ramban and Rajouri on its South & South-West. District
headquarter is town Kulgam which is situated at a distance of about 68 kms from Srinagar and about 17
kms from Anantnag.
The district comprises of three Tehsils viz. Kulgam, Devsar and Damhal Hanjipora. There are five
Community Development Blocks namely Kulgam, Qaimoh, Damhal Pora, Pahloo and Devsar.
Table 181: Comparison of Kulgam district with Jammu & Kashmir – key indicators
Indicator Year Kulgam Jammu & Kashmir
Area, in sq.km. 2011 410 222236
No. of inhabited villages 2001 259 97941
No. of households 2011 60398 25757640
Forest area as a % of total geographical area 2011 30.46% 6.86%
Source: District Economic Review 2010-11 Kulgam, Census 2011
2.1. Demography
As per the census 2011, the total population in Kulgam district increased from 3.94 lakh in 2001 to 4.22
lakh persons in 2011. The relative population pressure (1035 per sq. km.), sex ratio and work
participation rate are higher while the level of urbanization and level of literacy rate are lower than the
state.

Population, No. 2011 422786 12,541,302
Urban population as a percentage of total 2011 19% 27.4%
315

population, %
SC population, % 2011 0.0% 7.4%
ST population, % 2001 6.20% 11.9%
Literacy rate, % 2011 49.3% 56.4 %
Main workers, No. 2001 77812 2644149
2011 N/A 56%
total population, %
2.2. Economy
Agriculture: Agriculture is the main source of livelihood of the rural population in the district. Agro-
climatic conditions are suitable for agriculture in its lower belts and fruit culture in the upper areas.
Kulgam is considered as ‘Rice Bowl’ of Kashmir. Of the total reporting area of 47636 hectares in the
district, 64.6 per cent is the net sown area (cultivated land)35. Due to the conducive environment there is
one Regional Rice Research Station at Khudwani (RRRSK) and one Krishi Vigyan Kendriya (KVK) at
Pombay in the district. The main crops of the district arepaddy, maize and pulses in Kharief and oil seeds
in Rabi season. Following are the details of crops grown in the district:-
Table 183: Crops grown in Kulgam district,

Crop Area covered (in Hect.) Production in M.T
Rabi Season
Oil Seeds 54559 99188
Oats / Fodder 33235 75482
Pulses 5256 212
Wheat 122 653
Kharief Season
35
District Statistical Handbook, Kulgam
316
Crop Area covered (in Hect.) Production in M.T

Paddy 51399 47536
Maize 247780 147721
Pulses 22035 30831
Fodder (Cow pea, Maize AT) 13 9
Potato 324221 230624
Source: District Statistical Handbook, Kulgam
District Kulgam also significantly contributes in the state’s overall production of horticulture crops. In
2012-13, it has an area of 24,552 hectares under fruit plantation including 18,405 hectares and 6147
hectares under fresh and dry fruit respectively. The major fruits grown in the district are apple, walnut,
almond, pear, cherry, apricot, and peach. District is particularly famous for its high quality apples. The
production of fruits in the district in 2012-13 was of the order of 131,190 Mts and 19,034 Mts in respect
of fresh and dry fruits respectively36.
Sericulture is another agro based industry which has been an important activity of rural population and
is being practiced as a part time job. High quality leaf yielding mulberry plants are being raised in 20
nurseries in the district which are distributed among the farmers for production in their waste land and
around fencing of their orchards surviving as leaf reserves for conduction of silk worm rearing. In 2012-
13, around 622 families from economically backward classes were directly associated with the silk worm
rearing producing 18 Metric Tons of high quality cocoons. Apiculture, mushroom production and
floriculture are other important vocations of rural population which are being practiced as part time
jobs.
Animal husbandry as subsidiary occupation has been adopted by majority of rural population and forms
an important economic activity for farmers and migratory population like Gujjars. As per 2007 census
total livestock population in the district was 2.64 lakh. With the help of artificial insemination district
animal husbandry department is converting the local livestock into high yielding population. At present
average milk production of district cow is 6-7Kg/day (Overall monthly average milk production is 11000
tons).
Besides this district is blessed with a tremendous potential for the development of fisheries sector which
has the significant impact on the overall economy of the state and has the potential of employment
generation in the district37.
36
District Statistical Handbook Kulgam
37
District economic review Kulgam 2010-11
317
horticulture, floriculture, animal husbandry, etc.
Industry: Kulgam is not an industrially well-established district due to geographically disadvantageous

position, lack of raw material and acute power shortage. However there are number of small scale units
present in the district. Details of these have been tabulated below;
Table 184: Number of small scale units and their employees in district Kulgam
Year 2007-08 2008-09 2009-10 2010-11
No 3 6 21 6
Food Production
Emp 14 27 77 22
No 1 0 0 1
Chemicals
Emp 3 0 0 4
No 1 0 0 0
Plastic & rubber
Emp 6 0 0 0
No 7 11 16 24
Wood paper & printing
Emp 41 50 66 87
No 1 0 0 0
Electric
Emp 4 0 0 0
No 1 1 0 0
Leather
Emp 2 6 0 0
No 1 2 1 0
Non- metallic
Emp 16 21 8 0
No 5 7 6 10
Metal
Emp 21 45 57 60
No 6 0 2 3
Repair services
Emp 20 0 20 13
No 2 10 3 2
Misc.
Emp 3 34 10 19
No 28 37 49 46
Total
Emp 130 183 238 205
Source: District Statistical Handbook Kulgam
District Kulgam has three industrial estates; details of which are given in annexure.
318
households are involved in the art of making Carpet, Gabba, Wood carving, Khadam Band, Sigri and
Paper machi but the sector as a whole is mostly unorganised.
Services: In the organized service sector the key employers are Government, Banks, Automobile sector
and telecom service providers, whereas unorganized service sector has Commercial Establishments,
Shops, Hotel and restaurants.
In 2012-13, Kulgam district had 368 primary schools, 358 middle schools, 49 high schools and 21 Higher
secondary schools.
Table 185: School education infrastructure in Kulgam district

Primary Middle High
Total 368 34107 358 26189 49 16791
Source: District Statistical Handbook Kulgam
For higher education, the district has 3 colleges for general education. These three general colleges in
Table 186: Streams available with degree colleges in Kulgam district

GDC Kulgam Arts, Science, Env. Sc & Commerce 2004
GDC Killam Arts & Env. Science 2008

GDC D. H. Pora n/a 2011
Based on the date of establishment, we can conclude that in the last seven years, the colleges opened
The district also has one ITI and one Polytechnic college.
Table 187: Key ITI indicators in the Kulgam district

Indicator Value
319
For details on courses offered by ITI and Polytechnic in Kulgam district have been tabulated below;
Table 188: Details of ITIs in Kulgam district
Sl. In-take Seats filled
No. capacity (as on 25-09-2013)
NCVT Trades
SCVT Trades
Front Office Assistant
21 21
(Women Wing)
Event Management
21 21
Assistant (Women Wing)
COPA 21 21
Self Finance
Electrician 21 21
nd
COPA 2 Unit 26 26
Short Term Courses Under PPP
1 Govt ITI Kulgam
Data Entry Operator 52 50
Driver Cum Mechanic 42 21
Network Technician 42 32
Introduced Trades Under PPP Mode
Dress Making 42 40
Fruit and Vegetable
21 13
Processor
Mechanic Motor Vehicle 21 21
IT / ESM 21 21
Upgraded Under PPP
Stenography 2nd unit 21 21
Electric Mechanic 21 21
Source: Information collected from Government ITI Kulgam
Table 189: Details of Polytechnics in Kulgam district
Name of the Polytechnic and courses offered Student intake

GOVERNMENT POLYTECHNIC, KULGAM (started in 2012)
Civil Engineering 60
Electrical Engineering 60
320
In the process of identifying the growth engines for the Kulgam district, we held youth group discussion
in the district to understand their aspirations. They key points are summarised below:
 Willingness to pursue higher education: During the interaction students around 50 per cent showed
their inclination towards higher education. Lack of career counselling is one of the main reasons for
youth not being aware of livelihood options and current market demand.
 Entrepreneurial zeal: The youth is not inclined towards starting their business because of non-
business friendly environment due to frequent strikes and lack of finances.
 Migration trends: Around 50 per centof students prefer to move out of the district for employment
to Delhi, Chandigarh or other cities having fruit related businesses. Around 20 per cent expressed
their desire to go abroad to countries like Saudia Arabia and Dubai in search of job.
 Satisfaction with existing education infrastructure: Youth prefer private educational institutions till
higher secondary level. After that they join government institutions due to the absence of private
intuitions for higher studies. District ITI currently has good education and training infrastructure but
students are dissatisfied with the basic amenities like drinking water and toilets. Group was of the
opinion that district educational infrastructure requires capacity enhancement to cater to the rising
demand.
 Demand for additional training / courses: Most preferred courses in the ITI are Electrician and
COPA. Reason for these preferences is more job opportunities in the public sector. The district’s
youth is interested for courses in Plumber trade, Tourist guide and Automobile sector.
 Job preference: The foremost preference of the district youth is to work in government sector.
Stated reasons of this preference are job security, less work pressure, better pay scale and added
perks. Around 35-40 per cent are willing to join private sector but they don’t wish to leave the
district for this.
 Awareness and usage of basic technology: Around 10 per cent of girls and 25 per cent of boys of
the group had the basic skills of computer operation. However almost everyone acknowledged
having cell phones, email IDs, frequent usage of internet for downloading songs / movies and
operating their ‘Facebook’ accounts. Almost all boys and 60 per cent of girls were also aware of ATM
and its usage.
Unemployment rate:
As of December 2012, the employment exchange in Kulgam district had 17,257 unemployed youth
321
 Unwillingness to join private sector job outside the district / state because of prejudiced mindset
against it.
30000 28233
26536 27623
25000
20000 17257
15000
10000
5000
0
2009 2010 2011 2012
The number of unemployed youth registered with the employment exchange overall saw a decreasing
trend from 2009 to 2012. This decrease was small in 2010 followed by slight increase in numbers in
2011. However 2012 saw a massive decrease in registrations. Discussion with employment centre
officials brought out the fact that initial numbers were high due to the introduction of Voluntary
Services Allowance (VSA) scheme in the State, under which a monthly allowance is paid to the
unemployed youth registered with the employment exchange. The allowance acted as an incentive for
the unemployed youth to register themselves with the employment exchange. The substantial fall in
number of registrations in 2012 was being attributed to following reasons:
 Disillusionment of the youth from government schemes which did not deliver as per public’s
expectation.
322

exchange.
Diploma Post ITI Trained PUC Degree
Holders Graduates 2% 1% Holders
5% 4% 1%
TDC
Middle 32%
10%
Graduates
22%
Matric
23%
2.6. SWOT analysis
Based on the diagnostics of Kulgam district, we have prepared a SWOT (Strengths, Weaknesses,
323
Figure 117: SWOT Analysis of Kulgam district

(1) Abundance of natural water

resources in the shape of various (1) Immense potential for
famous springs development of tourism
(2) Presence of tourist destinations (2) Huge scope for the establishment
(3) Fertile land and suitable Agro and growth of food processing sector
climatic conditions for agriculture and (3) Scope for the development of fish
horticulture farming
(4) Good connectivity with
neighbouring districts

(1) Increasing unemployability
(2) Lack of employment opportunities leading to frustration in youth
for the district's youth
(2) Migration to other states / foreign
(3) Frequent power cuts countries in search of jobs
Weaknesses
Threats
Based on our field surveys in Kulgam district, employment patterns, sectoral analysis and past growth
allied industry, food processing industry, Tourism and unorganized sector.
Sectors where interventions are required in Kulgam district

Food Processing
Tourism
Unorganized Sector
324
is likely to be generated in Kulgam district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors where skill up-gradation will be required within Kulgam district are
agriculture and allied, food processing and tourism.
Table 190: Incremental Demand in Kulgam district - 2012 to 2017

Skilled and
Sector
Education 1,164 0 23 1,141
491 147 221 123
Total 17,560 11,782 3,011 2,767
325
Table 191: Incremental Demand in Kulgam district - 2017 to 2022

Skilled and
Sector
Education 1,309 0 26 1,282
552 166 248 138
Total 19,912 13,164 3,437 3,311
As of 2011-12, Kulgam district has a total population of 4.22 lakh. Of this, the working-age population is
estimated at 2.34 lakh persons38, and labour force (people who have found employment and those who
38
Projections are based on the working age population of Anantnag district from which Kulgam district was carved
out.
326
Figure 118: Human resource pipeline in Kulgam district as of 2011-12
Population:
4.22 lakh
Working age
population:
2.34 lakh
Labour Force:
1.74 lakh
skilled labour39.
Figure 119: Human resource pipeline in Kulgam district as of 2022 (projected)
Population:
4.58 lakh
Working age
population: 2.53
lakh
Labour Force:
1.87 lakh
39
327
Figure 120: Skill wise incremental demand and supply in Kulgam district – 2012 to 2017

During the period 2012-22, we find that there is a shortage of manpower in all three categories namely;
minimally skilled, semi skilled and skilled workers.The deficit seen here are purely quantitative in nature.
Qualitative skill gaps and the demand for labour actually highlight the need for up-skilling and re-skilling
within these categories.
employable.
Figure 121: Skill wise incremental demand and supply in Kulgam district – 2017 to 2022
328
3. Skill mapping
Kulgam district has 81 per cent population residing in rural area and 62 per cent of the workforce is
involved in the field of agriculture. horticulture, apiculture, mushroom development, floriculture, animal
husbandry, fishery and sheep rearing are its allied sectors. As per District Economic review Kulgam 2010-
11, 97 per cent of the population is depended on agriculture and horticulture for their livelihood.
District stands divided into two agriculture sub-divisions viz Sub-division Kulgam and Sub-division
Qaimoh which in turn comprises 14 agricultural zones and eventually 89 circles. Scope of skill
development and employment generation of these sectors is being described below;
 Animal Husbandry, Goat and Sheep rearing: District has huge potential in this sector as the demand
of meat, milk and eggs is increasing because of
eggs.
 Horticulture and Floriculture: Given the good potential for horticulture sector, the emerging trend is
to transform the paddy yielding land into horticulture land as apple production in the district is
fetching better revenue to farmers. On the other hand Floriculture is yet to establish in this district
as a significant economic activity. So development and employment potential of this sector is huge.
 Fishery, Apiculture and Mushroom development: Given the endowment factors, development and
employment prospects of these sectors is huge in Kulgam district.
 Agriculture: District agricultural department is imparting awareness and training under centrally
sponsored schemes like Rashtriya Krishi Vikas Yojna (RKVY), Macro Management Mode (MMM),
Agriculture Technology Management Agency (ATMA), Strategic Research Extension Plan (SREP),
Integrated Scheme for Oilseeds, Pulses, Oil Palm and Maize (ISOPAM), Technology Mission, and
National Watershed Development Projects for Rain fed areas (NWDPRA). There is still huge scope
for Organic and Medicinal plant farming.
sectors;
329

Farmer  Lack of knowledge about rain harvesting, effective ways of field
irrigation, land conservation and cattle management
 Lack understanding of vermin compositing for strengthening organic
farming
 Lack of knowledge on new techniques in agriculture, hybrid varieties of
 Lack understanding of best practices of sorting, grading and packaging
 Lack of understanding of management of weeds, insects / mites, crop
diseases and correct dosage of pesticides to protect crops and fertility of
the soil.
 Lack of knowledge on productive cultivation in green houses
Proprietor of Goat  Lack of knowledge about latest techniques of dairy and poultry
and Sheep farm / management, new machines used in this sector and cage method for
Poultry farm rearing boilers.
 Lack of knowledge about the scientific methods of farm management
Fertile land, abundance availability of natural water resources, suitable agro-climatic conditions in the
lower belt for agriculture and in the upper belt for horticulture, promising socio-economic scenario for
allied occupations like animal husbandry, sheep rearing and fisheries are the endowment factors for the
establishment and growth of food processing industry in the district. Currently ‘Fruit & Vegetable
Processor’ trade is available in the district ITI with its intake capacity of 21 students. However at present
only 13 students are enrolled under this trade.
sectors;
Proprietor  Lack of awareness among the district youth about the food processing
sector and its big employment & revenue potential
 Lack of knowledge about latest techniques of preservation of fruits &
 Inadequate knowledge of ways of maintaining the quality of produce
 Poor knowledge of operating in a hygienic environment
 Inadequate networking, negotiation/bargaining skills
 Inadequate marketing skill / basic business management skills
330
3.3. Tourism
District Kulgam is bestowed with lofty mountains, evergreen forests, bubbling springs, flowing streams,
natural waterfalls and healthy environment. District has many health resorts like
 Aharbal
 Kounsernag
 Guriwattan
 Wasaknag
 Kheenag
 Nagbal Nag
sectors;
Tourist Facilitator  Lack of knowledge of all the tourist destinations in the district.
(Guide)  Lack of English speaking skills
3.4. Unorganised sector (Handloom, Handicraft, Sigri making, Paper Mache art and Trade)
District population is also involved in Handloom, Handicraft, Khadam Band, Sigri making and Paper
machi art. Besides this significant numbers of people are occupied in local trade which is primarily
related to fruits and vegetables. Besides this significant numbers of people are occupied in local trade
which is primarily related to fruits and vegetables.
4. Recommendations
Recommendations for Kulgam district focus on the sectors of Agriculture and allied industries, Food
331
4.1. Government
4.2. Industry
Travel, tourism and hospitality: Course modules that have an indicative duration of 6-8 weeks can be
Table 192: Indicative Skilling required in tourism in Kulgam

Tourist Facilitator / operator  Communication skills
332

 Formulations
 Fund management
spoilage
modules could be:
4.4. NSDC
333
8.12. Kupwara
1. Introduction
District Kupwara lies in the Kashmir region in the state of Jammu and Kashmir. Situated at the altitude of
5,300 feet from the sea level, this district was carved out form erstwhile District Baramulla in the year
1979. Its Headquarter Kupwara is 90 Km towards West from Srinagar.
Kupwara is a border district having more than 243 Km of actual line of control along its boundaries. It is
bounded by line of actual control (L.O.C) on the North-West, Baramulla district on its South and
Bandipora district on the East.District is full of scenic beauty, dense lush green forests, abundant natural
water resources and rich wild life. Marble, gypsum, lignite and medicinal plants are found in these
forests.
The district comprises of three Tehsils viz. Kupwara, Handwara and Tangdar. There are
elevenCommunity Development Blocks namely Kupwara, Kralpora, Trehgam, Sogam, Wawoora,
Kalarooch, Rajwar, Langate, Ramhall, Teetwal and Tangdar.There are some areas namely Machil, Keran,
Karnah, Kumkadi, Lashdat, Jumgund, Kethanwali and Budnambal which remain cut off from district
Headquarter for more than six months in a year due to extreme weather and heavy snowfall.
In 2006 the Ministry of Panchayati Raj named Kupwara one of the country's 250 most backward districts
(out of a total of 640). It is one of the three districts in Jammu and Kashmir currently receiving funds
from the Backward Regions Grant Fund Programme (BRGF).
Table 193: Comparison of Kupwara district with Jammu & Kashmir – key indicators
Indicator Year Kupwara Jammu & Kashmir
Area, in sq.km. 2011 2379 222,236
Percentage share in State geographical area,
2001 1.07% 100%
percent
No. of inhabited villages 2001 363 6,652
No. of households 2011 113929 1,559,544
Forest area as a percent of total geographical
2011 55.05% 20%
area
Source: District Statistical Handbook Kupwara 2011-12, Census 2001, Census 2011
334
2.1. Demography
As per the census 2011, the total population in Kupwara district increased from 6.50 lakh in 2001 to 8.75
lakh persons in 2011. The relative population pressure (366 per sq. km.) is higher whilethe level of
urbanization, work participation rate and level of literacy rate are lower than the state.

Indicator Year Kupwara Jammu & Kashmir
Population, No. 2011 875564 12,548,926
Decadal growth rate of population, percent 2001-11 33.82% 23.71%
District’s share in State’s population, percent 2011 6.94% 100%
2011 12.03% 24.8%
population, percent
SC population, percent 2011 0.1% 7.5%
ST population, percent 2001 8.1% 10.90%
Literacy rate, percent 2011 50.5% 68.74%
Main workers, No. 2001 123837 2,608,668
Marginal workers, No. 2001 105227 1,145,147
2011 N/A 56%
total population, percent
Work participation rate^, percent 2001 26.3% 37%
As per census 2011, the district has a total workforce of 2.29 lakh persons. Of this, 15 percent are
cultivators, 25 percent are agricultural labourers, threepercent are workers in household industry and
57 percent are other workers.
2.2. Economy
district. Kupwara district has fertile land and suitable agro climatic conditions for agriculture and
horticulture. Of the total reporting area of 0.67 lakhHectares in 2011-12, 68.65 percent was net area
sown.Most of the area is single cropped as the area sown more than once does not exceed one per
centof the gross area sown. Average holding size works out as 0.44 Hectares against 0.83 Hectares of
the State. Only 49.36 percent of gross cropped area receives irrigation while remaining area is
dependent on rainfall. Irrigation is provided mostly by canals. Paddy, maize, fruits, vegetables, millets,
pulses and fodder are the main crops in the district.In 2011-12, there were 22 agricultural societies with
membership of 28,650.Following are the details of crops grown in the district:-
335
Table 195: Crops grown in Kupwara district in 2011-12

Crop Area covered (in Hect.) Production in Qtl./ Tons
Kharief Season
Paddy 15647 74000 Tons
Maize 25550 12000 Tons
Pulses 17000 1830 Qtls
Fodder 16000 170000 Qtls
Vegetables 2200 220000 Qtls
Rabi Season
Oil Seeds 12.50 7950 Qtls
Pulses 64 -
Vegetables 38.42 -
Source: Information collected from District Agriculture Department Kupwara
Horticulture has assumed great importance in the district Kupwara. National Mission on Horticulture for
Himalaya states has changed the whole scenario of fruit production in terms of quality and quantity of
fruits, their diversification by adding new fruit varieties, improvement in irrigation facilities by creation
of water sources and mechanization of farming by providing tractors, tillers, power operated sprays,
irrigation pumps and tool kits to farmers. This also includes giving training to farmers about ‘High
Density Fruit Varieties’, creating ‘On Farm Handling Units’ for storing, grading & packing of fruits and
bringing improvement in transportation facilities. Key fruits are apple,walnut, almond, apricot and pear.
Walnut finds quite favourite climatic conditions especially in Kupwara and Karnah Tehsils. Following are
the details of crops grown in the district:-
Table 196: Fruits grown in Kupwara district in 2012-13

Fresh Fruits
Apple 13981 247220
Pear 450 5322
Apricot 59 505
Plum 46 385
Peach 38 356
Cherry 113 909
Grapes 2 4
Strawberry 2 0.4
Others 11 63
Total Fresh Fruit 14702 25464.4
Dry Fruits
Walnut 8463 28075
Almond 13 -
336

Other dry fruits 2 3
Total 8478 28078

Source: Information collected from District Horticulture Department Kupwara
Livestock rearing is another important occupation for village folk in general and the migratory
population in particular. The total livestock population as per livestock census 2011-12 is 4 lakh
numbers and that of poultry is 4.58 lakh birds. Among the livestock, cattle and buffaloes accounts for a
population of 2 lakh, sheep & goats 1.90 lakh and others 0.8 lakh.40With the help of artificial
insemination district animal husbandry department is converting the local livestock into high yielding
population. Because of this annual production of milk, egg, wool and mutton in the district has increased
over the years.
Floriculture and Sericultureare other important vocationsunder primary sector in the district. Marigold,
Cosmos, Gladiolia flowers are grown in open cultivation while Carnation and Gerbera in Poly-houses.
Besides this, because of abundant water resources, Fisheries arenot only generating revenue but also
provides employment to large chunk of population who are involved in catching and marketing fish.
Industry: Kupwara is not an industrially well established district due to it being a border district, lack of
raw material, poor infrastructure and acute power shortage. However there are number of small scale
units present in the district. Table providing the trend of Small Scale Units registered with DIC since
2003-04 is given in the annexure.
The district also has three industrial estates details of whichare also givenin annexure.
40
District Economic Review Kupwara 2011-12
337
households are involved in this art of Sozani, Chain Stitch, Staple, Crewel, Wood Carving, Carpet
weaving, Gabba and Namdabut the sector as a whole is mostly unorganised. In 2011-12 district had
28Handicraft and 10 Handloom training centresproviding training of traditional art to 264 and 96
persons respectively. In the same year there were three Handicraft and one Handloom cooperative
societies with membership of 30 and 11 artisans respectively. Besides this district Kupwara had 122
Khadi and Village industries involving 848 workers in 2011-1241.
Services: In the organized service sector the key employers are Government, Banks and telecom service
providers, whereas unorganized service sector has Shops, Commercial Establishments, Hotel and
restaurants.
As on March 2013, Kupwara district had 979government primary schools, 742middle schools, 74 high
schools, 40 Higher secondary schools and 10Kasturba Gandhi Balika Vidhayalaya (KGBVs).
Table 197: Government school education infrastructure in Kupwara district

Primary Middle High + Higher Sec. Schools
Total 979 60919 742 31275 114 26462
Source: Directorate of School Education, Srinagar
For higher education, the district has 5 colleges for general education. These five general colleges in the
Table 198: Streams available with degree colleges in Kupwara district
GDC Kupwara Arts, Science, Env. Sc., BCA & Sociology 1998
GDC Handwara Arts, Science, Env. Sc. & Commerce 1988

GDC Sogam Arts & Env. Sc. 2008
GDC Tangdhar Arts & Env. Sc. 2008
WC Kupwara n/a 2011
The district also has one government polytechnic and four governments ITIs.
41
District Statistical Handbook Kupwara 2011-12
338
Table 199: Key ITI indicators in the Kupwara district

Indicator Value
For details on trades offered by government ITIs in Kupwara district have been tabulated below;
Table 200: Details of ITIs in Kupwara district

Sl. No. Name of the ITI Trades offered In-take capacity
Radio & TV Mech. 21
Motor Mech. 21
Stenography (Eng.) 21
Cutting & Sewing 21
Electrician 21
Welder 16
1 Govt ITI Kupwara Carpenter 21
COPA 26
Draftsmen Civil 21
Plumber 21
Marble Extractor/Processor 52
26
Assistant
Cutting & Sewing 21
2 Govt ITI Tangdar
Electrician 21
Mason (B. C.) 21
Plumber 21
26
Assistant
Dress Making 21
Secretarial Practice 21
Mech. Consumer Electronics
3 Women’s ITI Lalpora 26
Plumber 21
Electrician 21
Mechanic M/V 21
Driver cum Mechanic 42
339
Sl. No. Name of the ITI Trades offered In-take capacity

Mech. Refrigeration & A.C.
21
Mech. Auto Elect. & Electronics

21
Electrician 21
Radio & TV Mech. 21
Electronic Mech. 21
Stenography (State) 21
Cutting & Sewing (State) 21
COPA 26
Building Maintenance 42
Fruit & Vegetable Preservation
4 Government ITI Handwara 21
COPA 26
Data Entry Operator 42
Mech. A/C Refrigeration 21
Plumber 21
Multimedia Animation &Special
26
Effects
Fashion Technology 21
In the process of identifying the growth engines for Kupwaradistrict, we held youth group discussion in
 Willingness to pursue higher education:During the interaction with students,around 40percentgirls

and 30percentboys showedtheir inclination towards higher education. Lack of career counselling is
one of the main reasons for youth not aware of livelihood options and current market demand.
Mostly wanted to pursue higher studies in computer, education and business related courses.
 Entrepreneurial zeal:Around 10percent girls and 25percent boys of the youth group were willing to
take up entrepreneurship. Others were not inclined towards starting their business because of
340
 Migration trends:Education related migration is mostly outward because there is no institution for
post-graduation. Around 70percent of the youth go to Punjab, Rajasthan, MP or other states for
higher studies. Metros are generally not preferred due to the high cost of living there.Employment
related migration is both inwards and outwards depending upon the season and climate. In
summers it is inwards due to tourist season, agriculture and construction related work while in
winters due to harsh climate people migrate out of state for their livelihood. Preferred destinations
are metro cities, nearby states like Punjab, Haryana or other citieshaving fruit related businesses. As
per youth group, people migrated from Kupwara district are also working abroad in IT, Hospitality,
Communication and Transport sectors.
district. Youth prefer private educational institutionsthan government till higher secondary level.
Government ITIsin the districtcurrently hassatisfactory education and training infrastructure but
private technical education institutions are not suitably equipped to impart good training to
apprentices.Students of public sector institution, in general complained about poor basic amenities
like availability of drinking water, useable toilets and uninterrupted electricity.
 Demand for additional training / courses:Most preferred courses in the ITI are COPA, Motor
Mechanic, Plumber, Electrician, Draftsman Civiland Electronics. Reason for these preferences is
more job opportunities not only in the public and automobile sector but also there is market
demand in general as Kupwara is undergoing infrastructural development.The district’s youth is
interested for courses in Communication skills, Mass communication, Journalism and Banking.
 Job preference: Group was of the view that unemployment rate in Kupwara district is very high
because of no job offerings. The foremost preference of the district youth is to work in government
sector and have ‘white collar’ jobs. Stated reasons of this preference arejob security, less work
pressure, better pay scale, added perks and above all, heightened social status. Given the right job
opportunity, around 85percentstudents were willing to join private sector.Education and Banking
are favorite sectors among the district youth for making comfortable career. More than 90percent
girls of the youth group preferred to work only in Kupwara district whereas only 10percent of boys
had this preference. Overall 90percent of boys showed willingness to work anywhere within the J&K
state, 70percent even willing to go to other states for any suitable job whereas around
20percentexpressed their penchantfor Arabian countries to earn honorable and handsome
livelihood. Interestingly around75percent boys of the group showed their willingness to work in a
private company even without pay for one year to secure a good career.
 Awareness and usage of basic technology: Around 30percent boys and less than 5percent girls of
the group had the basic skills of computer operation. Percentage of youth, especially girls, having
email IDs and using internet was also very less. However almost everyone was aware of ‘Google’,
‘Facebook’, ATM and their intended usage. Similarly all acknowledged havingcell phones and its
regular usage.In general 60percent of youth group preferred to talk in English.
 Aspirations of youth belonging to families of agriculturists: Around 70 percent of the group
option. These students labeled it as very labour intensive sector and mentioned high cost of inputs
341
(Fertilizer, seeds etc.), dependency on weather, uncertainty in production and poor value of the
harvest offered to farmers as main factors for not opting agriculture as a career.
Unemployment rate:
As of December 2012, the employment exchange in Kupwara district had 34,902 unemployed youth
group discussion above, it is believed that around 85 per cent of the youth passing out from technical
and educational institutions is not able to find jobs.
36000
34902
35000
34000 34001
33448
33000
32000
31311
31000
30000
29000
2009 2010 2011 2012
342
exchange.
Middle Diploma Illiterate Post
7% Holders 2% Graduates
Graduates
1% 2%
8% TDC
32%
PUC
20%
Matric
28%
2.6. SWOT analysis
Based on the diagnostics of Kupwara district, we have prepared a SWOT (Strengths, Weaknesses,
343
Figure 124: SWOT Analysis of Kupwara district
(1) Potential for development of scenic ,

wildlife, conference, Golf, culture,
(1) Full of scenic beauty, dense lush adventure, Herbal and Tulip tourism.
green forests and rich wild life Huge potential to develop health resorts
(2) Availability of marble, gypsum, lignite (2) Huge scope for the establishment and
and medicinal plants growth of food processing sector
(3) Abundance of natural water resources (3) Scope for the development of fish
farming
(4) Fertile land and suitable Agro climatic
conditions for agriculture and horticulture (4) Farming of medicinal plants
(5) Hydro-electric power generation
projects

(1) Cross border disturbances / terrorist
(2) Inadequate and highly irregular activities
power supply
(2) Increasing unemployability leading to
(3) Lack of employment opportunities for frustration in youth
the district's youth
(3) Migration to other states / foreign
(4) Extreme and harsh weather in winters countries in search of jobs
Weaknesses Threats
Based on our field surveys in Kupwara district, employment patterns, sectoral analysis and past growth
allied industry, food processing industry, mining, Tourism and unorganised sector.
344
Sectors where interventions are required in Kupwara district

Food Processing
Mining
Tourism
Unorganized sector
is likely to be generated in Kupwara district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors where skill up-gradation will be required within Kupwara district are
agriculture and allied, food processing, mining, Tourism and unorganised sector.
and about 1,849jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is projected
to 25,034 and about 30,158 for the period 2017 to 2022, most of which are in the minimally skilled
category in the whole ten year period.
Table 201: Incremental Demand in Kupwara district - 2012 to 2017

Skilled
Sector and
Minimall Semi highly
Total y skilled skilled skilled
Trade, hotels and restaurants 1,374 893 343 137
Education 1,665 0 33 1,632
1,007 302 453 252
345

Skilled
Sector and
Minimall Semi highly
Total y skilled skilled skilled
Total 25,034 17,318 3,622 4,094
Table 202: Incremental Demand in Kupwara district - 2017 to 2022

Skilled
Minimally Semi and highly
Sector Total skilled skilled skilled
Education 1,871 0 37 1,834
Construction 1,020 856 110 53
Healthcare 2,694 269 269 2,155
1,132 340 509 283
Total 30,158 19,547 4,366 6,245
As of 2011-12, Kupwara district has a total population of 8.75 lakh. Of this, the working-age population is
estimated at 4.65 lakh persons, and labour force (people who have found employment and those who
346
Figure 125: Human resource pipeline in Kupwara district as of 2011-12
Population:
8.75 lakh
Working age
population:
4.65 lakh
Labour Force:
3.71 lakh
1.40 lakh persons. Of this, the majority of the labour force at 47 per cent is estimated to be minimally
skilled labour42.
Figure 126: Human resource pipeline in Kupwara district as of 2022 (projected)
Population:
12.73 lakh
Working age
population: 6.76
lakh
Labour Force:
5.21 lakh
42
347
Figure 127: Skill wise incremental demand and supply in Kupwara district – 2012 to 2017

During the period 2012-22, we find excess supply of manpower in minimally skilled, semi skilled and
skilled levels of labour category.The surplus seen here are purely quantitative in nature. Qualitative skill
gaps and the demand for labour actually highlight the need for up-skilling and re-skilling within these
categories.
Figure 128: Skill wise incremental demand and supply in Kupwara district – 2017 to 2022
348
4. Skill mapping
Kupwara district has around 88 percent population residing in rural area and 40percent of the workforce
is involved in the field of agriculture. Horticulture, animal husbandry, fishery, sericulture, goat & sheep
rearing and floriculture are its allied sectors. Scope of skill development and employment generation of
these sectors is being described in the following paragraphs;
 Animal Husbandry, Goat and Sheep rearing:This sector is not only eco-friendly and has the
affordable and sustainable self employment to district population. Kupwara district has huge
potential in this sector as the demand of meat, milk and eggs is increasing because of
eggs.
Vast meadows, highland grazing area and sub alpine forest areas are the endowment factors for this
sector available in the district. The major impediment is acute shortage of quality fodder during
winters for stall feeding because of which breeders are forced to sell their livestock at cheaper rates
before the onset of harsh winters to avoid expensive stall feeding.This sector requires infrastructure
improvement, Technical reinforcement and adequate resources along with skill upgradation of
stakeholders to maximize its gain.
 Horticulture and Floriculture:District administration is planning to introduce high quality Kiwi, Hazel
Nut, Pecan Nut, High density Cherry, Plum & Pear and Budded Walnuts. These varieties will not only
have high yield and precocity advantage (decreasing the ‘first fruit bearing’time of plants) but also
better fruit colour, size and return on investment. Horticulture provides employment directly and
indirectly to many people at various levels of value chain. Key levels are
o Nurseries
o Plantation
o Packing
349
Similarly in Floriculture sector,District department of Floriculture is planning to introduce high

paying varieties of Lavander, Alstroemeria, Hydringia, Tulip, Damask Rose, Chrysanthemum and
Hybrid annuals like Antirrhinum, Ponsy, Calandolla etc. Besides this there is huge scope for
medicinal and aromatic plantsin open cultivation and Alestoomeia and Gerbera varieties in green
house cultivation. Both these sectors require improvement in irrigation facilities and infrastructural
improvement along with skill upgradation of stakeholders to maximize its gain.
 Agriculture: Soil in the district is generally fertile with good moisture retaining power.
Administration is promoting vegetablesand mushroom production in the district. Besides this there
is huge potential for medicinal plants and organic farming.District Agriculture Department is
imparting awareness and training under various centrally and state sponsored schemes.
 Fishery, Apiculture and Mushroom development: Currently more than 100 Qtl. of honey is being
produced by the farmers as side business. Given the endowment factors, development and
employment prospects of these sectors is huge in Kupwara district. However this requires parallel
efforts in infrastructure development and skilling of district populace.
sectors;

Farmer 9. Lack of knowledge about rain harvesting, effective ways of field irrigation,
land conservation and cattle management
10. Lack understanding of vermin compositing for strengthening organic
farming, timely & adequate pruning and trimming of plants
11. Not sufficiently skilful and knowledgeable about balanced use of fertilizers,
pesticides and effective soil management.
12. Lack of knowledge on new techniques in agriculture, hybrid varieties of
13. Lack understanding of best practices of sorting, grading and packaging
14. Lack of understanding of management of weeds, insects / mites, crop
diseases and correct dosage of pesticides to protect crops and fertility of the
soil.
15. Lack of knowledge on productive cultivation in green houses
16. Inadequate awareness about post harvest management and minimizing the
waste of their perishable produce by suitable preservation.
Proprietor of Goat 3. Lack of knowledge about latest techniques of dairy and poultry
and Sheep farm / management, new machines used in this sector and cage method for rearing
Poultry farm boilers.
4. Lack of knowledge about the scientific methods of farm management
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food processing industry in the district. Currently food processing is unorganized and mostly happening
at household level.
sectors;

Proprietor 7. Lack of awareness among the district youth about the food processing sector
and its big employment & revenue potential
8. Lack of knowledge about latest techniques of preservation of fruits &
9. Inadequate knowledge of ways of maintaining the quality of produce
10. Poor knowledge of operating in a hygienic environment
11. Inadequate networking, negotiation/bargaining skills
12. Inadequate marketing skill / basic business management skills
4.3. Mining
Mining, cutting and policing of marble stone is a significant economic activity in Kupwara district
because of its abundance here. This has led to development of small scale units of blasting rocks, cutting
and policing of marbles.
This industry mostly requires labourers for movement of stones at the mining site, and load & unloading
of stones for transportation to factories in Srinagar. Technical staff includes machine operators for
operating Wiresaw machine for cutting of stone, Drilling machine and setting up and conducting
controlled blasts. These operators also take care of the quality of the stone mined. Machine operators,
mostly from the district, have basic education and industry experience.
4.4. Tourism
Tourism in district Kupwara is at nascent stage. However the potential for scenic, conference, Golf,
culture, adventure, Herbal and Tulip tourism is very promising here as districthas abundance of green
valleys, snow capped peaks, meadows, running nallahs, enchanting flowery places and suitable climate.
State government established ‘Lolab Bungus Dringyadi Development Authority’ (LBDDA) in Kupwara
district in 2011 to develop the infrastructure for tourism. Key tourist places identified in the district are;
22. Lolab Vally
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23. Bungus Valley

24. Dringyadi Meadow
25. Machil
26. Teetwal (Karnah),
27. Nowgam
28. Lipa Valley
29. Upper Belts of Handwara
Currently few travellers are coming to this district as Kupwara district is a new tourist destination.
Mostly are day-trippers who come from Srinagar in the morning and return by evening. Although
primary data of tourist footfall is not collected in the district but Tourism department has started
collating it from secondary sources of Government and Private Hotels. Current room inventory for
tourist in the district is 67 and 44 in government and private hotels respectively.
sectors;
Tourist Facilitators  Lack of knowledge of all the tourist destinations in the district.
(Guide)  Lack of English speaking skills
4.5. Other sectors (Handloom, Handicraft, Transport and Trade)
Handloom and Handicraft being the traditional art of state, many people are involved in this but the
sector as a whole is mostly unorganised.Trade and Transportation are other significant vocations of
district population because of high yield of fruits, crops and vegetables in the district which require
transportation.

Vehicle owner /  Lack of awareness on driving rules and regulations
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Driver  Lack of knowledge on safety norms and first aid management

 Inadequate knowledge about personal hygiene
5. Recommendations
Recommendations for Kupwara district focus on the sectors of Agriculture and allied industries, Food
5.1. Government
o Taking loan just because of their interest in the government subsidy to taking credit
facility for building a sustainable career.
state / other states can interact with the potential employeesand offer them placements.
Unorganized sector:
 Introduce the course on ‘Marble Extractor/Processor’ in ITIs.
5.2. Industry
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Travel, tourism and hospitality:Course modules that have an indicative duration of 6-8 weeks can be
Table 203: Indicative Skilling required in tourism in Kupwara

Tourist Facilitators /operator  Communication skills
 Courses on Golf, herbal and tulip tourism
Food processing:Across the value chain, the following training is required which will lead to overall
 Formulations
 Fund management
spoilage
Handicrafts and Handlooms:The interventions required here are attuned towards up-skilling of the
artisans and orienting them to modern equipment usage. Some of the indicative modules could be:
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For trade and transport sector some of the indicative modules could be:
 Driving rules and regulations
 Road side safety norms
 First aid management
 Personal hygiene
 Negotiation and marketing skills
 Basic accountancy and business management skills
5.4. NSDC
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8.13. Leh
1. Introduction
The district of Leh lies in the Ladakh region in the state of Jammu and Kashmir. With an area of about
82,665 square kilometers, it is one of the largest districts in the country (along with Kutch, Gujarat) in
terms of area. The district is bounded by Chinese territory via the Karakoram Pass. The Aksai Chin and
Tibet lie to the east, the Kargil district to the west and Lahul and Spiti lie to the south.
Topographically, the whole of the district is mountainous with three parallel ranges of the Himalayas –
the Zanskar, the Ladakh and the Karakoram. The rivers of Indus, Zanskar and Shayok flow through the
district. In the valleys of these ranges, typically, the population is concentrated.
Ladakh region lies on the rain shadow side of the Himalayas; hence the monsoon has minimal impact on
the Leh district. In fact, Leh is usually referred to as ‘Cold Desert’.
It is sub-divided into three talukas and has 113 villages. The urban areas constitute about 24 percent of
population and about 76 percent lives in the rural areas of villages. Agriculture is the main occupation,
employing 42 per cent of the labour force (as of Census 2001). The remaining is in household industry at
one per cent and other workers43 at 57 per cent.2
Major crops are grim and wheat and the main non-food crop is fodder. Major farming
systems/enterprises include agriculture, animal husbandry (Yak, Pashmina goat, Dzo, Camel), and
horticulture (apricot, apples, sea buckthorn).
Though the district is well connected to Srinagar and Manali, these roadways are very difficult to
traverse in the winter months, thereby, virtually cutting off the district from the rest of the country. This
phenomenon of inaccessibility makes it a challenge to establish large and heavy industries in the district
in addition to the innately challenging terrain.
However, the district of Leh has gained immense popularity in the tourism sector, with international and
domestic tourists thronging the place in from the months of March – October. With several scenic spots,
experiential tourism packs and places of religious significance, Leh has carved a niche for itself in
tourism.
In addition to tourism, Leh has rich potential in agriculture and allied activities, processing and
handicrafts and handlooms. The Pashmina woolen shawls, the Thangka paintings, the wooden crafts all
are intrinsic traditional skills that people posses.
43
Workers'.
2
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Table 204: Comparison of Leh district with Jammu and Kashmir – Key Indicators
Indicator Year Leh Jammu and
Kashmir
Area, in sq.km. 2011 82,665 222,236
Percentage share in State geographical area, % 2011 37% 100%
No. of households 2011 24,147 1,559,544
Forest area as a % of total geographical area 2011 <1% 20%
Source: Census 2011, Leh Statistical Abstract
2.1. Demography
As per Census 2011, Leh district has a population of 133,487 – about one per cent of the State
about 43.5 per cent is actually working i.e. work participation rate.
The district’s literacy rate is 77.20 per cent, which is higher than the state average of 68 per cent and the

Jammu and
Indicator Year Leh
Kashmir
Population, No. 2011 133,487 12,541,302
District’s share in State’s population, % 2011 1% 100%
2011 13.89% 24.8%
population, %
ST population, % 2001 0% 10.90%
Literacy rate, % 2011 77.20% 69.7%
Main workers, No. 2001 38,776 2,608,668
Working age population* as a percentage of 2001 62% 56%
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Jammu and
Indicator Year Leh
Kashmir
total population, %
Source: Census 2001, Census 2011, Statistical Abstract of Leh 2011-12
rate.
cent are cultivators, four per cent are agricultural labourers, about one per cent is workers in household
2.2. Economy
As of 2012-13, the district has an estimated GDDP at current prices of Rs.1, 291 crore (IMaCS estimates).
The GDDP at constant prices is estimated to have increased at six per cent per annum. The estimated
per capita income for the same period is Rs.85, 585 per person per annum.
Figure 129: Estimated GDDP of Leh district, at current prices, in Rs. Crore
1,400 1,291
1,200 1,119
966
1,000
800
621
600
400
200
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Leh’s economy is driven by the agriculture and the allied activities. About 9,824 hectares
have been brought under cultivation. Grim and wheat are the main sown food crops. Fodder is the main
non-food crop that is sown. The biggest challenge that confronts Leh is the land holding pattern, where
majority of the land is in the form of small parcels. In addition to the pattern, the penetration of
knowledge on modern farming technology and equipments remains sparse. In spite of these challenges,
agriculture and allied (especially Horticulture and Animal Husbandry) remain Leh’s biggest potential
sectors for opportunities.
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The main horticulture produce of apricot and apple are grown across the district. In the Khalsi taluka
almonds, grapes are also grown. Leh district also has the ubiquitous sea buckthorn (Leh Berry) growing,
which has its uses across several applications. The right processing and marketing of this produce will
benefit the people associated with this, across the value chain.
Another important aspect of the primary sector – sheep and animal husbandry also has potential. Sheep
rearing is mostly done in the Changthang region and this wool is used in the Pashmina production.
Animal husbandry includes the rearing of cattle, yak, camel and Dzo-Dzomoes.
Industry: Leh is not an industrially well established district. The main causes for this are attributed to the
locational disadvantages. The industrial units in Leh are small scale and registered units are present in
Leh taluka. There are totally seven registered small units that employ about 34 people44.
There are also people employed in handicrafts and handloom sector across the district. But this is
predominantly informal by nature where most of the families across the district are engaged in this.
services. The skilled population which has not migrated from Leh prefer to be a part of the services
sector, especially working for government jobs.
As of 2011-12, Leh district had 359 schools, with 13,910 students enrolled. The district has 184 primary
schools, 133 Middle and 42 High schools.
Table 206: School education infrastructure in Leh district, as of 2011-12

Primary Middle High
Total 184 2,371 133 6,172 42 5,367
Source: Statistical Handbook, Leh 2011-12
Table 207: Streams available with degree colleges in Leh district

GDC Leh Arts, Science, Env. Sc., Psychology 1994
GDC Nobra Arts, Science, Env. Sc., Psychology 2011
44
Source: Leh – Statistical Handbook 2011-12
359
technical colleges.
The district houses one general degree colleges, one polytechnic (for technical education and one ITI.
Table 208: Key ITI Indicators in Leh District, as of 2011-12

Indicator Value
Table 209: Details of Govt. ITIs for Leh district

No. of Seating
Stenography (Eng) 01 21 1 21
Motor Mech 02 21 1 21
IT & ESM 02 21 1 21
Pre/Preparatory School Management 06 Months 42 1 42
ITI Udhampur Tourist Guide 06 Months 42 1 42
COPA 01 26 1 26
Welder 01 16 1 16
Modern Wood Technology 01 21 1 21
Electronics Mech 02 21 1 21
Total 341 13 341

Unemployment rate:
As of December 2012, the employment exchange in Leh district had 5,397 unemployed youth
unemployed registered divided by the total number of people in the labour force). Based on our
primary survey, we found that the actual rate of unemployment is even higher, however, it is not
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calculated, as registration with the employment exchange is a voluntary process and is not
mandatory.
 Less opportunities prevalent in the district
Centre
6000 5397
5000
4141
4000 3193 2961
3000
2000
1000
0
2009 2010 2011 2012
themselves with the employment exchange. However, the number of registrations saw a decline in
2010. Based on our discussion with the stakeholders in the district, we found that the reasons for same
are:
 Youth preferring not to enrol themselves as the industrial opportunities are as such less in Leh
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by TDC passed at 24.4 per cent, followed by middle passed 18.9 percent, graduates by 11.9 percent and
post graduates by 3.0 per cent and remaining 7.9 per cent in others category which include illiterate,
PUC, diploma holders, degree holders, draftsmen, skilled other than and ITI trained.
Post Others 0
Graduates 0 0
7.9%
3.0%
Middle 18.9% TDC 24.4%
Matric 34.0%
Graduates
11.9%

In the process of identifying the growth engines for the Leh district, we held youth group discussion in
Youth Aspirations
Sector Interests
High Low
Agriculture and allied/Travel,
Employment High -
tourism and trade
Potential
Low Construction/IT Other manufacturing sector
 Entrepreneurial Zeal: The youth is not inclined towards starting their own business, as they feel
that it is highly risk averse; in addition to this youth feel that they are not financially sound to
start their own firms.
 Willingness to pursue higher education: Majority of the youth want to pursue higher education
like B.Tech and M.Tech, as they feel it will help in building their career prospects.
 Migration trends: Of the total students surveyed, majority of the students do not want to
migrate from Leh district. In addition to this, few students are ready to migrate to build their
career in to cities like Jammu, Srinagar and Delhi NCR.
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 Demand for additional training /courses: Some students along with their main academic
courses want to pursue additional training courses on soft skills development and computer to
increase their job opportunities.
 In addition to above, students reported that training institute should provide counseling classes
to make understand them about current market scenario.
 Preference towards job: Of the total students surveyed, majority of the students want to work
with Government sector in Leh district only. They feel that Government jobs are more secure
than private jobs in terms of security and work pressure.
 Salary expectations: During our interaction with youth in Leh District, it is reported that
students expect salary around 15,000 to 20,000 thousand.
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2.6. SWOT analysis
Based on the diagnostics of the Leh district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 132: SWOT Analysis of Leh district

(1) Agriculture and allied

(2)Travel, tourism and hospitality
(1) Natural beauty
(3) Food processing
(2) Flora and fauna of Ladakh region
(4) Horticulture and floriculture
(3) Knowledge of traditional arts
(5) Unorganized sector
(1) Difficult terrain of the district

border and climatic conditions (1) Intermittent power supply
(3) Lack of proper infrastructure for (2) Frequent incursions into the region
development (3) Migration of skilled human resources
Weaknesses Threats
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Based on our field surveys in Leh district and sectoral analysis on its strengths and weaknesses as well as
based on the demand numbers, we have found out that sectors which require skilling interventions are
mainly agriculture and allied, food processing, tourism and hospitality industry and handicraft and
handloom. In addition, the district also has small-unorganized manufacturing and engineering industries,
which do not have significant employment generation potential, but are facing shortage of skilled
manpower for functional skills such as plumbing, electrical, welding, etc.
Sectors where interventions are required in Leh

Food processing
is likely to be generated in Leh district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Leh and where skill up-gradation will be required
within Leh are agriculture and allied, food processing, tourism and hospitality industry and handicraft
and handloom.
(inclusive of construction, food processing and fabrication etc) will generate about 1,303 jobs and about
2,175 jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is projected to 9,029
Table 210: Incremental Demand in Leh - 2012 to 2017

Minimally Semi
Tourism, Travel, Hospitality & Trade 1,007 655 252 101
Other manufacturing 595 297 208 89
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Minimally Semi
Total 9,029 5,330 2,239 1,461
Table 211: Incremental Demand in Leh - 2017 to 2022

Minimally Semi
Other manufacturing 1,329 665 465 199
Total 11,197 6,451 2,825 1,921
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As of 2011-12, Leh district has a total population of 1.47 lakh persons. Of this, the working-age
Figure 133: Human resource pipeline in Leh district as of 2011-12
Population:
1.47 lakh
Working age
population:
0.91 lakh
Labour Force:
0.61 lakh

skilled labour45.
Figure 134: Human resource pipeline in Leh district as of 2022 (projected)
Population:
1.94 lakh
Working age
population:
1.20 lakh
Labour Force:
0.79 lakh
45
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Figure 135: Skill wise incremental demand and supply in Leh district – 2012 to 2017
excess supply of manpower in semi skilled and skilled level. During the period 2017-2022, we find that
deficit supply of manpower in minimally skilled and semi skilled level and excess supply of manpower in
skilled level.
Figure 136: Skill wise incremental demand and supply in Leh district – 2017 to 2022

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4. Skill mapping
The agriculture and allied sector in Leh is one of the biggest employers of the people with 42 per cent of
the population being employed in the sector. Some of the areas in which people are employed and skills
can be developed are:
 Animal husbandry: With about 80 per cent of the agricultural work force being dependent on
animal husbandry (especially during the off-season), this represents a tremendous opportunity
for skilling. With animals like Yak, Pashmina goat, double hump camel, Dzos there is scope for
exploring product diversification like value addition of milk, yak cheese, etc. The biggest
opportunity out of this is dairy units. As on date, three dairy units are functional in Leh. But, the
army stationed requires atleast 900 litres per day. Skills can be developed in the dairy domain.
Also, yak cheese product is not being manufactured commercially in Leh district. However, there
is demand in the tourists (especially foreign tourists) for the yak cheese. Right now, the bazaar
stores are ‘importing’ the yak cheese from Nepal as the locals do not know about the value
addition.
 Horticulture and floriculture: Even if food processing could be a spin-off sector for Leh, at the
farmer and farm level Leh has tremendous potential in horticulture and floriculture. Skills are
required to be built and the infrastructure also needs to be parallel ramped up.
 Agriculture: Scope in agriculture is towards seed production, vegetable production and
developing organic farming extensively. In fact, ‘Organic Leh’ brand could be spun off to target a
niche segment globally. But this needs skills and infrastructure building.
Though the associated departments are undertaking efforts across the district like conducting
awareness camps, providing livestock at subsidized rates, providing extension services at block level,
skilling on techniques at farm level, etc there are still some gaps.
Based on our interaction in Leh district, across these sectors within agriculture and allied, the skill gaps
exist across key job roles are:
Entity/Job role Key skill gaps

Farmers  Not aware of the modern farming techniques
 Not aware of the supplements
 Not aware of the extension services
 Inadequate exposure to grow high revenue generating crops
 Inadequate knowledge on crop protection techniques
Extension  Inability to guide the farm level workers on the modern techniques
workers  Lack the basic qualification i.e. a degree in agriculture hence not aware of
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the basics
 Inadequate knowledge on the cropping pattern that is unique to Leh –
sowing usually is from mid-April to May. And, within this time frame
adequate measures have to be taken to ensure good productivity
 Inability to prepare reports

The district is home to several fruits and vegetables that can be exploited gainfully to build up this
sector. The primary fruits that can be exploited for fruit processing include apricot, apple and sea
buckthorn.
Fruit processing infrastructure in Leh
Collectively, a significant portion of the cropped area in the district is towards the fruit farming, as
evinced by the data46:
 Apricot
o Tree population: 178,140
o Production (MT): 2,956
o Area (Ha): 797
 Apple
o Tree population: 143,260
o Production (MT): 3,605
o Area (Ha): 532
 Sea Buckthorn
o Area (Ha): 11,500
Though the production is significant, the district has only 11 processing units with FPO and out of these,
on the ground only one is functional. And, even the produce of squash, jam and juice cater only to the
local markets.
46
Source: Department of horticulture, Leh
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Based on our interaction in Leh district, skill gaps in this sector includes:

Processing Inadequate ability to build on value addition:
entrepreneur  Processing capacity of existing units to be augmented
 Modernization of the facility required
 Product diversification to be taught
 Associated international and domestic standards to be taught
 Inadequate ability in the marketing arena:
 Less understanding on the market trends
 Packaging and presentation skills
 Promotional package knowledge is minimal
 Inadequate Managerial skills:
 Inability to form long term strategies
 Inability to skill the recruited new resources
 Foreseeing and creating appropriate infrastructural facilities
Formulation There is no particular formulation expert in food processing units in Leh. The
experts entrepreneur himself decides the formulation himself. Thus, there is both skill gap
and person gap in this sector.
Helpers / Lack the discipline to come and put in the required hours of work. The gap here is
machinery more soft skills oriented
attendants
Blessed with natural beauty and beautiful vistas, the district of Leh is known across the globe for the
tourism sector. The district has steadily attracted both national and international tourists. Leh has many
genres of places of interest47. The blow table summarizes the same:
Table 212: Key Tourist spots in Leh

Tourist Spot Genre Locations
Forts and palaces  Leh Palace
 Royal Palace of Shey
 Fort of Bazgo
 Stok Palace
Monasteries  Lamayuru monastery
 Likir monastery
 Alchi monastery
47
Data on number tourists visited for Leh district is not available.
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Tourist Spot Genre Locations

 Phyang monastery
 Hemis monastery
Valleys  Changthang (Nyoma)
 Nubra Valley
High altitude lakes  Pangong Lake
 Tsomo-riri Laka
Source: Tourism Department, Leh
In addition to the spots, a number of adventure activities like trekking, mountain climbing and river
rafting are available to attract the tourists.
The tourism statistics reveal the increasing popularity of the district in the tourism map. In 2012, 38,510
foreign tourists and 140,460 domestic tourists have visited Leh district48.
Beauty of Leh – Nubra Valley and Pangong Lake
The peculiarity with this sector however, is that the people employed in Leh are mostly non-Ladhakhis.
The people flock to establish shops in the main bazaar in Leh town and be a part of hospitality
establishments from Punjab, Kashmir region, Himachal Pradesh amongst other places.
Based on our interaction in Leh district, skill gaps in this sector includes:-
Guides  Lack of motivation in local Ladakhi youth to work as guides

 Inability to optimize the routes and day plan, which assumes importance in
climatically sensitive location like Leh
 Inability to administer first aid at times of need
 Inability to communicate in English language, especially with the foreign
tourists
Drivers  Inability to communicate, especially with the foreign tourists
 Knowledge gap of handling first aid
Front office  Lack of motivation for the locals to work – majority of the workforce
personnel currently is from Himachal Pradesh, Nepal, etc
48
Source: Department of Tourism, Leh
372
 IT skills are not upto the mark – difficulty in processing and closing bills,
vouchers, etc
 Lack of awareness on guest handling – not able to appraise them on the
situations
 Inability to communicate with guests
4.4. Handicraft and Handlooms
The handicrafts and handlooms are an integral part of the Ladakhi tradition and for majority of the
artisans, this is a traditional skill. The Ladakhi handicrafts and handloom products include wood carving,
carpet weaving, Thangka painting, knitting, Ladakhi garment making, silver filigrees, dragon painting,
Namda making, embroidery and stone carving. In addition to the above, the traditional skill of weaving
Pashmina shawls is there in the population in the Changthag region. However, the biggest challenge
with the Pashmina weaving is that off-late, most of the Pashmina produced is sold out as raw material.
Leh Products – Thangka Painting and Pashmina Shawls
Leh – Artisans at work weaning Pashmina shawl
Based on our interaction in Leh district, skill gaps in this sector include:-
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Artisans  Inability to understand the changing demands of the market.

 Lack of innovation in the form of technology
 Less awareness on design inputs for products
 Inability to diversify product range
 Not able to market the produce
 Inability to reduce the lead time
5. Recommendations
Recommendations for Leh district focus on the sectors of agriculture and allied, food processing,
tourism and hospitality and unorganized sector (handicrafts and handlooms). Some of these sectors will
have recommendations for the private sector, which will directly translate, to skills being developed and
the others will need Government intervention to facilitate improvements. Finally, majority of the skills
required will also tend towards up-skilling ventures, especially in the unorganized sector where skills are
already present in abundance.
5.1. Government
Driving Entrepreneurship
 Introduce relevant courses (like entrepreneurship, soft skills, communication, etc) based on the
market and youth preferences in the ITI and polytechnic
 Develop R&D facilities and probably establish a government sponsored Institute in Leh town to
explore newer technologies and modern equipments and skills in the domain of handicrafts and
handlooms
 Encourage the formation of clusters and SHGs to empower the artisans and to aid the industry
skilling in clusters
 Create awareness at block level on the product diversification possible like Yak cheese and aid in
setting up skilling for the same
5.2. Industry
 The dairy sector is in a nascent stage in Leh. The industry can look to establish a common training
facility to enlighten the local skilled youth on the opportunities in the sector to make it look
attractive.
 For food processing, the industry can join hands with private players to aid in cluster level training
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 Travel, tourism and hospitality: Course modules that have an indicative duration of 6-8 weeks
can be organized at Leh town which aim at improving the skills set of people employed across
the value chain. The challenge will be to source the youth to attend these skilling initiatives.
Table 213: Indicative Skilling required in tourism in Leh

the monasteries, high altitude lakes and valleys
 Culinary courses that can bring to the fore Ladakhi cuisine
 Experiential games like Bunjee jumping trained personnel
 Food processing: Across the value chain, the following training is required which will lead to
overall development in the sector:
 Formulations
 Techniques to add value to various fruits
 Fund management
spoilage
Also, skills related to Yak cheese processing can be cultivated.
 Handicrafts and handlooms: The interventions required here are attuned towards up-skilling of
the artisans and orienting them to modern equipment usage. Some of the indicative modules
could be:
375

 Usage of modern equipments (e.g. the modern carpet weaving loom)
In addition to these skills, skills related to exploitation of Yak wool – locally known as Kullu – can be
cultivated in the locals. This is a speciality skill that needs considerable research and master trainers.
Some of the indicative skills that can be built are:
 Knowledge on what fibre of Yak to use for weaving (soft fibre and coarse fibre)
 Knowledge on proper shearing techniques
 Knowledge of Yak grooming prior to shearing
 Knowledge on various de-hairing equipment
 Knowledge on making diversified products like boot liner, saddle blankets, etc in
addition to shawl weaving
5.4. NSDC
focus on the sectors of food processing, travel, tourism and hospitality and unorganized sector.
 Travel, Tourism and Hospitality: NSDC can assist in offering training modules in above
mentioned courses in collaboration with industry players and private training providers.
- Offer the courses and the relevant certifications associated with the level completed
above mentioned indicative courses in the district. Also, training of trainers, especially at the
master trainer level can be focused in Leh district
376
8.14. Poonch
1. Introduction
Poonch is one of the remotest districts of Jammu & Kashmir and is popularly known as ‘mini Kashmir’. It
is bounded by the Line of Control (LoC between India and Pakistan) on north, west and south. It is
subdivided into four sub-districts – Haveli, Mandi, Mendhar and Surankote. The district headquarter is at
Poonch city. The district is heavily forested with 56.8 per cent of its geographical area covered with
forests. The Poonch forests are a good source of timber and firewood.
The district is often subjected to militancy related issues. It is industrially backward and is classified as
one of the 250 most backward districts of India (as per Ministry of Panchayati Raj in 2006). It is home to
people from different ethnicities including Gujjars, Bakerwals, Paharis, Punjabis, Kashmiris and Rajputs.
Table 214: Comparison of Poonch district with Jammu and Kashmir – Key Indicators
Indicator Year Poonch Jammu and Kashmir
Area, in sq.km. 2001 1,674 222,236
No. of households 2001 59,848 1,559,544
2.1. Demography
As per Census 2011, Poonch district has a population of 476,820 – about 3.8 per cent of the State
The district’s literacy rate is 68.69 per cent, which is close to state average of 68 per cent and lower than
the All-India average of 74 per cent. Male literacy at 81.04 per cent is significantly higher than female

Jammu and
Indicator Year Poonch
Kashmir
Population, No. 2011 476,820 12,548,926
377
Jammu and
Indicator Year Poonch
Kashmir
2001 6.43% 24.8%
population, %
ST population, % 2001 40% 10.90%
Literacy rate, % 2011 68.69% 68.74%
Main workers, No. 2001 86,507 2,608,668
2001 53% 56%
total population, %
cent are cultivators, four per cent are agricultural labourers, about two per cent is workers in household
2.2. Economy
estimates). The GDDP at constant prices is estimated to have increased at six per cent per annum. The
Figure 137: Estimated GDDP of Poonch district, at current prices, in Rs. Crore
2,500
2,017
2,000 1,749
1,510
1,500
935
1,000
500
-
2009-10 2010-11 2011-12 2012-13
378
Agriculture: Poonch’s economy is primarily driven by the agriculture and the allied activities. Over 65
per cent of the district area is under cultivation and the sector employs 70 per cent of the population.
Key crops grown include maize, paddy, wheat, pulses, and oil seeds. Key horticulture crops grown
include apple, pear, peach, plum, apricot, walnut and pecan nut.
As per 2007 livestock census, the district is home to 206,436 cows and 203,336 buffaloes. Among other
livestock, it has 175,248 goats. The sector presents opportunity for dairy products and cattle feed.
small scale. There is one industrial area in Poonch with acquired land of 29.7 hectare, all of which has
been developed. There are 859 industrial units, employing 1,716 daily workers (all employed in small
scale industry). There are no large or medium scale units in the district. Most of the industrial units in
the district are involved in repairing and servicing (50 per cent). Other units are involved in activities
such as agro based, woollen, silk and artificial thread based clothes, readymade garments and
embroidery, wood based furniture, leather based, steel fabrication, and electrical machinery and
transport equipment.
The following factors hinder the growth of industry in the district:

 Erratic power supply
 Unavailability of skilled labour
 Lack of marketing of finished products
 Problem of procurement of raw materials
 Expensive transport, and
 Lack of properly developed industrial areas / estates
As of 2010-11, Poonch district had 1,053 primary schools, 531 middle schools and 120 high schools.
The district houses three general degree colleges and three Industrial Training Institutes (ITI) as well. The
three ITIs are located in Poonch, Surankote and Mendhar blocks.
Table 216: School education infrastructure in Poonch district, as of 2010-11

Primary Middle High
Total 1,053 63,995 531 29,879 120 23,078
379
Table 217: Streams available with degree colleges in Poonch district

GDC Poonch Arts, Science, Sociology, Sericulture, Env. Sc, BCA, 1955
Comp. Appl & Commerce
GDC Mendhar Arts, Env. Sc, Science & Geography 2005
GDC Surankote Arts, Env. Sc, Science & Geography 2011
focused on arts, science, Sericulture, BCA and environment science only. There are no engineering or
technical colleges.
Poonch district also has two Private colleges which include one college for Bachelor of education (B.Ed)
and one general degree college.
Table 218: Key ITI Indicators in Poonch District, as of 2011-12

Indicator Value
Table 219: Details of Govt. ITIs for Poonch district

No. of Seating
Motor Mech 02 21 1 21
COPA 01 26 1 26
ITI Poonch
COPA 01 26 1 26
Dairying 01 33 1 33
Refrigeration and Air Conditioning 02 21 1 21
IT&ESM 02 21 1 21
Draughtsman (Civil) 02 21 1 21
Driver-cum-Mechanic 06 Months 42 1 42
Total 358 14 400
380
No. of Seating
Plumber 01 21 1 21
COPA 01 26 1 26
ITI Mendhar Management 06 Months 42 1 42
Mech. (M/V) 02 21 1 21
Welder 01 16 1 16
Electronics Mech. 02 21 1 21
Total 210 9 210
COPA 01 26 1 26
Secretarial Practice 01 21 1 21
Women ITI
Surankote
Plumber 01 21 1 21
IT&ESM 01 21 1 21
Total 178 8 178
There are training centres also (both Government and privately owned) providing vocational education
to the youth. The Department of Industries provides training in knitting and carpentry. As of March
2011, it provided training to 2,065 persons in knitting and 433 persons in carpentry. There are also
private training centres such as IEC Indian Education Centre, IQRA Industrial Training Centre and Skill
Developers Academy. These provide training in sectors such as ICT, electrical, garment-making,
construction, wood work, hospitality, medical and business & commerce.
Unemployment rate:
As of December 2012, the employment exchange in Poonch district had 37,186 unemployed youth
381
Centre
37500 37186
37000
36423
36500
36000 35775
35500
35017
35000
34500
34000
33500
2009 2010 2011 2012
December 2012, majority of the registered unemployed were middle passed at 30.3 per cent, followed
by matric passed at 26.2 per cent, TDC passed at 24.8 percent, graduates passed at 7.4 per cent, post
graduate passed at 5.9 per cent and remaining 5.4 per cent are in others category which include
illiterate, PUC and diploma and degree holders etc.
382
Post Graduates Others 0 0 0
5.9% 5.4%
TDC 24.8%
Middle 30.3%
Matric 26.2%
Graduates 7.4%
In the process of identifying the growth engines for the Poonch district, we held youth group discussion
Youth Aspirations
Sector Interests
High Low
Agriculture/Travel,
High -
Tourism and Hospitality
Employment Potential Electronics/ Electrical
Retail/ Self
Low engineering/
employment
Communication
 Migration trends: Of the total students surveyed, majority of the students willing to migrate from
Poonch for employment as there are limited opportunities in the district.
 Job preference: Based on the discussion with Youth and key stake holders, it is reported that
majority of the students preferred to work with Government sector because of job security, good
salary and less work pressure. Youth reported that they are studying to work in Government sector
only. Their preferred sectors to work are electrical engineering, communication and electronics.
 Interest on higher studies: We observed that only around 20 to 30 percent of the youth are
interested to pursue higher education like B. Tech, M.tech and Doctor of Philosophy (PHD). Based on
the discussion with youth few of them want to prepare for Military engineering services (MES) to
work for the defence sector.
383
 Entrepreneurship zeal: Youth are not shown their interest towards starting their own business due
to risk, lack of information and they feel that they are not financially sound to start their own
business.
 Salary expectation: The salary expectation of the youth after completion of their studies is Rs.
15,000 to 20,000.
2.6. SWOT analysis
Based on the diagnostics of the Poonch district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 140: SWOT Analysis of Poonch district
(1) Agriculture and allied including cattle

feed and dairy products
mountains (2)Travel, tourism and hospitality due to
scenic beauty
(2) Rich in forests
(3) Small scale service sector
opportunities

border and climatic conditions
(2) Lack of proper industrial (1) Erratic power supply
infrastructure
Weaknesses Threats
384
Based on our research and sectoral analysis on its strengths and weaknesses as well as based on the
demand numbers, we have found out that sectors which require skilling interventions are mainly
agriculture and allied, tourism and hospitality industry and other sector (including mini and small scale
activities).
Sectors where interventions are required in Poonch
Other Manufacturing
is likely to be generated in Poonch district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Poonch and where skill up-gradation will be
required within Poonch are agriculture and allied, tourism and hospitality industry and other sector
(including mini and small scale activities).
(inclusive of construction, food processing, and fabrication etc) will generate about 747 jobs and about
Table 220: Incremental Demand in Poonch - 2012 to 2017

Minimally Semi
385
Minimally Semi
Total 22,058 16,667 2,634 2,758
Table 221: Incremental Demand in Poonch - 2017 to 2022

Minimally Semi
Agriculture and allied 18015 15,389 1,576 1,050
Healthcare 1181 118 118 945
Total 25570 18,585 3,123 3,862
As of 2011-12, Poonch district has a total population of 4.76 lakh persons. Of this, the working-age
386
Figure 141: Human resource pipeline in Poonch district as of 2011-12
Population:
4.76 lakh
Working age
population:
2.52 lakh
Labour Force:
2.0 lakh
skilled labour49.
Figure 142: Human resource pipeline in Poonch district as of 2022 (projected)
Population:
6.45 lakh
Working age
population:
3.42 lakh
Labour Force:
2.64 lakh
49
387
Figure 143: Skill wise incremental demand and supply in Poonch district – 2012 to 2017
excess supply of manpower in semi skilled and skilled level and this trend continues for the period 2017-
2022 too.
Most manpower required is minimally skilled category may be one where people are of 10 th pass or
below or semi skilled (10+2, ITIs etc), they require specific industry related training (vocational training)
to be made employable.
Figure 144: Skill wise incremental demand and supply in Poonch district – 2017 to 2022

388
4. Skill mapping
The agriculture and allied sector in Poonch is one of the biggest employers of the people with 70 per
cent of the population being employed in the sector. Over 65 per cent of the district area is under
cultivation. Key crops grown include maize, paddy, wheat, pulses, and oil seeds. The district has
potential for horticulture, animal husbandry and fisheries:
Horticulture: Some parts of the district come under the temperate and sub-temperate zones and are
suitable for growth of fruits such as apple, pears, cherry, walnut, almond chestnuts, strawberry, stone
fruit and grapes etc. These can further lead to opportunities for setting up of food processing industry.
Currently, this has not developed due to lack of post harvesting and processing facilities as well as
unscientific packaging. As of 2009-10, about 7,863 hectare was covered under fresh fruits and 7,720
hectare under dry fruits. The district is also suitable for growth of olives.
For development of horticulture, the Government has started aiding the farmers with construction of
fruit and vegetable mandis / markets in various districts. One such satellite market is being getting
constructed at Poonch, for which land has already been acquired.
Animal husbandry plays a pivotal role in the economy of the district. Rearing of livestock is a core
activity of communities such as Gujjar, Bakerwal and Paharis. During 2009-10, estimated livestock
population in the district was 9.327 lakh, of which 2.069 cattle, 2.033 buffaloes, 3.285 sheep, 1.752
goats. There were 3.499 poultry birds in the district. The Ministry of MSME, Government of India,
identifies cattle and poultry feed and dairy products as potential areas of development in the district.
Fisheries: Poonch district has the potential for producing trout fisheries in addition to warm fisheries,
due to presence of Poonch River.

Job role Skill gaps

labourer • Lack of awareness of the supplements
389
Poonch is a hilly and mountainous district barring a few low lying valleys. Sky touching peaks covered
with snow and lush greenery makes it an attractive tourism destination. Poonch is also an attractive
destination for trekking and nature lovers. The lush green meadows and coniferous forests display rich
wealth of flora and fauna. Poonch is separated from Kashmir valley by the gigantic Pir Panjal range,
whose highest peak TATAKUTI standing at 15,560 ft. falls in Poonch and is visible even from Lahore on a
clear day50.
Thanks to the geographical conditions and abundance of forests, the district is also rich in wildlife. The
rare mammals in the district include markhor, musk deer, brown bear, leopard, ghoral and a number of
other wild mammals. Some of the birds which habitat different parts of the district include the
pheasant, black partridge, chakurs, snow cock kohlas.
Table 223: Key Tourist spots in Poonch

Noori Chhamb Famous for scenic beauty & water fall
Girgan Dhok and It is a valley of seven lakes, namely Sukhsar, Neelsar, Bhagsar, Katorasar,
Lakes Kaldachnisar and Nandansar situated at the high altitude of 12000 ft. in the
Buffliaz belt.
Poonch Fort The foundation of historic fort building in the capital of erestwhile Poonch Riyasat,
presently the headquarter of truncated Poonch district, was laid by Raja Adbul
Razaq Khan in 1713 A.D.
Nandishool Nandishool is a beautiful water fall about 12 km. from Loran and 6 Km. from
Sultan Pathri. Water comes from Pir Panchal and fall on a glacier. It is about 150
feet high fall.
Religious places Budha Amarnath Mandi, Gurudwara Nangali Sahib, Gurudwara Deri Sahib, Ziarat
Sain Illahi Bakhsh Sahib, Battalkote, Mandi and many more.
Source: www.poonch.gov.in
50
Data on number of tourists in Poonch district is not available.
390
Beauty of Poonch
Source: www.poonch.gov.in
Table 224: Skill gaps in Travel, tourism and hospitality sector

Job role Skill gaps
Tour operators / travel guides • Lack of market understanding

Hotels – managers and other • Poor English speaking skills

staff (caterers, housekeeping, • Lack of computer skills
gardening etc.) • Lack of soft skills
• Lack of customer relationship management and allied
services
4.3. Others
district include:
 Automobile servicing
 Repair of electrical appliances
 Rice husking
 Cotton carding
 Wooden based units
 Agriculture implements
 Leather products
 Steel fabrication
391
 Candle manufacturing
 Readymade garments, and
 Mini floor mill
5. Recommendations
Recommendations for Poonch district focus on the sectors of agriculture and allied, travel, tourism and
5.1 Government
marketing


5.2 Industry
in agriculture and allied sectors (especially animal husbandry and horticulture), travel, tourism and
hospitality and other small scale sectors
5.3 Private training providers

of the crops that can be emphasized upon are:
 Apple
392
 Pear
 Cherry
 Walnut
 Almond
 Chestnut
 Strawberry
 Stone fruit
 Grape, and
 Olives

Course modules that have an indicative duration of 6-8 weeks can be organized at Poonch town which
Table 225: Indicative Skilling required in tourism in Poonch

Tourist guide/operator 5. Communication skills
6. Route optimization – especially to create hubs that can club
7. Courses to engage with the customer i.e. soft skills training
8. Basic first aid training
Hospitality establishments 5. Basic computer courses
7. Culinary courses
8. Basic trouble shooting skills
6. Wildlife experts
Other sectors
Private training providers can also provide training in small scale sectors such as automobile servicing,
repair of electrical appliances, rice husking, cotton carding, wooden based units, agriculture implements,
leather products, steel fabrication, candle manufacturing, readymade garments, and mini floor mill.
5.4 NSDC
focus on the sectors of horticulture, animal husbandry, travel, tourism and hospitality and other small
scale sectors.
393
8.15. Pulwama
1. Introduction
Pulwama district is a part of the Kashmir valley and is bounded by Srinagar in the north, by Budgam and
Poonch districts in the west, by Shopian and Kulgamdistricts in the south and east. The river Jehlum
passes through this district from Anantnag to Srinagar. In 2007, it was bifurcated in two parts and
district Shopian was carved out of it.
The district has four tehsils namely Pulwama, Tral, Awantipora and Pampore. Over 77 per cent of its
geographical area is under forests. The major commercial species which are grown in these forests are
timber, deodar, kail and fur. In addition, medicinal herbs are also available.
Pulwamais also known as the ‘Rice Bowl of Kashmir’ due to maximum production of rice grains in the
State. It is also popularly known as ‘Anand of Kashmir’ or ‘Dudha-Kul of Kashmir’ on account of its high
milk production. The district is also a key tourist destination due to pleasant climate, streams, waterfalls,
innumerable springs and other natural sceneries. Pulwama is famous all over the world for the saffron
cultivation which is mainly grown in the Karewa lands of Pampore, Kakapora and Pulwama blocks.
Table 226: Comparison of Pulwama district with Jammu and Kashmir – Key Indicators
Indicator Year Pulwama Jammu and Kashmir
Area, in sq.km. 2011 1,398 222,236
No. of households 2001 92,738 1,559,544
2.1. Demography
As per Census 2011, Pulwamadistrict has a population of 5.7 lakh–about 4.5 per cent of the State
population.While 58 per cent of the population in the district is in working-age group (15 to 59 years),
about 33 per cent is actually working i.e. work participation rate.The district’s literacy rate is 65 per cent,
which is lower than the state average of 68 per centand theAll-India average of 74 per cent.
394

Jammu and
Indicator Year Pulwama
Kashmir
Population, No. 2011 570,060 12,548,926
2001 10.5% 24.8%
population, %
SC population, % 2001 0.01% 7.5%
ST population, % 2001 3.30% 10.90%
Literacy rate, % 2011 65% 68.74%
Main workers, No. 2001 151,135 2,608,668
2001 58% 56%
total population, %
cent are cultivators, eight per cent are agricultural labourers, eightper cent are workers in household
industry and 37per cent are other workers.
2.2. Economy
As of 2009-10, the gross district domestic product (GDDP) of Pulwama district was Rs. 2,573.72 crore51.
Agriculture: Agriculture and allied activities employ about 55 per cent of the district population. As per
the statistical data for 2011-12 Pulwama district has the total reported area of 0.61 Lac Hectares against
which net area sown and gross cropped area accounts for 0.33 Lac Hectares and 0.58 Lac Hectares
respectively. The productivity of the land in this district is higher than in other districts of the state as
the area sown for crop cultivation is more than once is about 0.26 Lac Hectares. Land holdings are small
with an average of 0.64 hectares. Major crops grown in the district are rice/paddy, pulses, maize,
fodder, vegetable and fruits, oil seeds, milk and saffron. District Pulwama is famous for saffron
cultivation, the world known spice product, which is mainly grown in Karewa lands of Pampore,
Kakapora and Pulwama blocks. The area under saffron cultivation during 2010-11 was 2,414 hectares.
51
Source: Jammu and Kashmir Economic Survey 2012-13
395
Besides this district is also famous for production of high quality of fresh and dry fruits like apple,
almonds, walnut and cherry. As per the ‘District Economic Review’ the area under fruits during 2011-12
was 22598 hectares which excludes non-bearing, newly laid orchards established on government land.
District has one research centre at Balpora and five fruit plan nurseries at present. The fresh fruit
exports from the district was 11378 M. Tons in the same period.
Livestock is another important economic activity which has been adopted as a subsidiary occupation by
a majority of the rural population. Thelarge lush green meadows in the alpine zone and suitable climate
are very conducive for livestock growth in the district. The provisional livestock population in the district
as on March 2013 was reported at 1.435 lac heads comprising of 1.41 lac cattles, 0.01 lac buffaloes and
0.015 lac other animals. Pulwama district is called ‘Anand of Kashmir’ for the high production of milk. As
per the information provided by the district animal husbandry department, current milk production in
the district is 4.91 lakh liters per day. Total 103 milk societies were in operation in June 2011 to collect
the milk from different locations. Besides this district had 941 poultry farms which last year produced 21
million eggs and 65 lakh broilers.
Jehlum and many flush nallahs like Rambara, Laar, Romshi and Chandri flow through this district
providing ample water sources. These are very good endowments factors for fish farming in the district.
Two fish farms have been established and a start has been given to trout culture. The production of
different species of fishes accounts for 34.99 Qtls during the year 2011-12 as reported by Fisheries
department.
Industry: As per ‘District Economic Review 2011-12’ there were 294 registered factories in the district
which employed 2416 workers. The number of SSI units registered with DIC Pulwama during this period
was 2817 with employment of 13679 persons. Currently district has seven large scale industries in the
form of cement factories, out of which five are functional, one has been closed and other one is
subjudiced. Total employment in these factories is 1405 persons. Majority of the SSIs are involved in
manufacturing of wood and wood products (26 per cent). These are followed by manufacturing of food
products and beverages (18 per cent), and manufacture of metal and non-metallic products (16 per
cent) and others.
Key large/medium industries existing in the district include JK Cements, Pampore; Zum Zum Milk
products; Trumbo Industrial Limited, Pampore (cement unit); Khyber Agro Farms (pasteurization of milk,
curd and ghee); S.K veneer (ply board unit); RCC Cement etc. The district has two industrial estates –
Chatapora and Pulwama besides having one Industrial Growth Centre at Lassipora. District
administration has sanctioned 416.19 karnals for establishment of third industrial estate at Wuyan
Khrew.Details of these have been provided in the annexure.
Due to availability of land, industrial growth centre and proximity to Srinagar, Pulwama district has
further scope for development of industries such as spinning and weaving of woollen cloth and wood
based industries especially for manufacture of cricket bats.
396
product groups such as automobile, electronic and electrical items.
As of 2010-11, Pulwama district had 559 primary schools, 367 middle schools and 162 high schools.
Most of the schools are Government owned.
Table 228: School education infrastructure in Pulwama district, as of 2010-11

Primary Middle High
Total 559 n/a 367 n/a 162 n/a
For higher education, the district has 4 colleges for general education, 6 private B.Ed. colleges and 2 BCA
colleges. The district also houses three private Paramedical colleges and one university namely Islamic
University of Science and Technology Avantipura. The four general colleges in the district offer the
following courses:
Table 229: Streams available with degree colleges in Pulwama district
GDC Pulwama Arts, Science, Env. Science, Commerce & Islamic 1986
Studies
WC Pulwama Arts & Env. Sc. 2008
GDC Tral Arts & Env. Sc. & Commerce 1988
GDC Pampore n/a 2011
focused on arts and environment science only. There are also private training centres such as Skylight
Computer Pvt. Ltd.; Rahmoo Cutting & TailoringInstitute; Skill Development Academy; Master Institute
of Information Technology; Kashmir Logends Institute of Information Technology; National Institute of
Research and Information Technology etc. They offer training in tally, desktop publishing, garment
cutting, basic electrical training, marketing, banking and accounting, computer fundamentals, internet,
soft skills etc.
The district has three Industrial Training Institutes (ITIs) as well with the total seating capacity of 252.
Table 230: Key ITI Indicators in Pulwama District, as of 2011-12

Indicator Value
397
Following are the trades offered in these ITIs;
Table 231: Trades available in Pulwama ITI

Trade Units
NCVT Trades
Plumber 1
Stenography English 1
Electrician 1
SCVT Trades
Motor Mechanics 1
Electronics 1
COPA 2
Dress Making 1
Advance Welding 1
Fruit and Vegetable preservation 1
Self Financing Trades
Electrician 1
Plumber 1
Source: Information collected from Pulwama ITI
Unemployment rate:
As of December 2012, the employment exchange in Pulwama district had 25,538 unemployed youth
registration with the employment exchange is a voluntary process and is not mandatory.
• Absence of private sector industries from the district
• Unwillingness to join private sector job outside the district / state because of prejudiced mindset
against it
398
Figure 145: Total number of unemployed youth registered with the District Employment & Counseling Centers
40000
34454 35513
30000 28520 25538
20000
10000
0
2009 2010 2011 2012
graduates at 27 per cent and remaining by others.
Figure 146: Percentage of unemployed youth registered with the District Employment & Counseling Centers, by level of
Middle Post
ITI Trained
Graduates Others
Degree Diploma
3% PUC 3%2% 1%Holders Holders
3% TDC 2% 1%
Matric 38%
20%
Graduates
27%
399
In the process of identifying the growth engines for Pulwama district, we held youth group discussion in
 Willingness to pursue higher education: During the interaction with students, around 40 percentof
the group showed their inclination towards higher education. Mostly wanted to pursue higher
studies in computer, aviation, business and their trade related sectors.
 Entrepreneurial zeal: Around 35 percent girls and only 5 percent boys of the youth group were
willing to take up entrepreneurship. Others were not inclined towards starting their business
because of
Around 30 percent of the group was aware of DIC and JKEDI while they did not know DECC, RSETI
and KVI institutions existing in their district. Awareness about various central and state government
schemes / programmes to encourage entrepreneurship was lacking among students.
 Migration trends: Education related migration is mostly outward which is mainly for Post-
graduation courses. Graduation seats in the district are also less resulting in movement of students
to destinations in other states. Preferred states for 75 percent of district students are Punjab, MP or
metro cities while other 25 percent study in Srinagar. Employment related migration is both inwards
and outwards depending upon the season and climate. In summers it is inwards due to agriculture,
horticulture and construction related work while in winters due to harsh climate people migrate out
of state for their livelihood. Preferred destinations are metro cities, nearby states like Punjab,
Haryana or other cities having fruit related businesses. As per youth group, people migrated from
Pulwama district are also working abroad in IT, Hospitality, Health, Education and Transport sectors.
Government ITIs in the district currently havenot up-to-the-mark education and training
infrastructure to impart good training to apprentices. Students of public sector institution, in general
complained about poor availability of drinking water, irregular electrical supply, around 30 percent
non-operational equipments & machines and inadequate provision of latest technology. Around 60
percent students acknowledge getting hands-on training in government ITI.
 Demand for additional training / courses: Most preferred courses in the ITI are COPA, Plumber,
Electrician, Stenography English and Dress making. Reason for these preferences is more job
opportunities both in public and private sectors. The district’s youth is interested for courses related
toTourism, Draftsman Civil and Horticulture.
 Job preference: Group was of the view that unemployment rate in Pulwama district is very high
because of no job offering. The foremost preference of the district youth is to work in government
sector because ofjob security, less work pressure and better pay scale. Around10 percentboys but
no girl in the group was willing to join private sector. More than 90 percentboys preferred to work
outside the district whereas all girls wanted to stay in the district only. Overall 70 percent of boys
400
showed willingness to work anywhere within the J&K state, 15 percent even willing to go to other
states for any suitable job whereas around 10 percent expressed their penchant for Arabian
countries to earn honorable and handsome livelihood. Interestingly around 50 percent boys of the
group showed their willingness to work in a private company even without pay for one year to
secure a good career.
 Awareness and usage of basic technology: Around 30 percent boys and 15 percent girls of the
group had the basic skills of computer operation. Internet is being used by 60 percent boys and 30
percent of girls. Ironically around 10 percent boys and 70 percent girls opined that internet and
computer usages in not good for them.
 Aspirations of youth belonging to families of agriculturists: There was no taker in the group for
‘agriculture as a career’ option. This is labeled as very labour intensive, high cost, weather
dependent and highly uncertain sector.
2.6. SWOT analysis
Based on the diagnostics of the Pulwama district, we have prepared a SWOT (Strengths, Weaknesses,
401
Figure 147: SWOT Analysis of Pulwama district
(1) Rich forest produce (1) Agriculture and allied

(2) Availability of saffron (2)Horticultuure and food processing
(3) High rice production, making it the (3) Milk and milk products based
Rice Bowl of Kashmir industry
(4) Rich in milk production, making it (4) Wood products based industry
'Dudha-Kul of Kashmir' (veneer, ply boards etc.)
(5) Presence of large and medium scale (5) Cement units
industrial units (6) Travel, tourism and hospitality
(1) Poor higher education infrastructure

(2) Low rate of literacy (1) Militancy affected area
Weaknesses Threats
Based on our field surveys in Pulwama district, employment patterns, sectoral analysis and past growth
allied industry, food processing (milk processing), wood and wood products (veneer and ply boards), and
other sector (including mini and small scale activities).
Sectors where interventions are required in Pulwama district

402
Sectors where interventions are required in Pulwama district

Food Processing(milk processing)
Wood and wood products (veneer and ply boards)
is likely to be generated in Pulwama district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors where skill up-gradation will be required within Pulwama district are
agriculture and allied, food processing (milk processing), wood and wood products (veneer and ply
boards) cement based and other sector (including mini and small scale activities).
Table 232: Incremental Demand in Pulwama district - 2012 to 2017

Skilled and
Sector
648 195 292 162
Total 16,660 10,560 3,222 2,878
403
Table 233: Incremental Demand in Pulwama district - 2017 to 2022

Skilled and
Sector
Healthcare 1,333 133 133 1,067
729 219 328 182
Total 20,134 12,124 3,859 4,151
As of 2011-12, Pulwama district has a total population of 5.7 lakh. Of this, the working-age population is
Figure 148: Human resource pipeline in Pulwama district as of 2011-12
Population:
5.70 lakh
Working age
population:
3.28 lakh
Labour Force:
2.40 lakh
404
skilled labour52.
Figure 149: Human resource pipeline in Pulwama district as of 2022 (projected)
Population:
7.82 lakh
Working age
population:
4.50 lakh
Labour Force:
3.20 lakh
Figure 150: Skill wise incremental demand and supply in Pulwama district – 2012 to 2017
52
405
During the period 2012-22, we find excess supply of manpower in all the three manpower categories
namely; minimally skilled, semi skilled and skilled labour.The surplus seen here are purely quantitative in
nature. Qualitative skill gaps and the demand for labour actually highlight the need for up-skilling and
re-skilling within these categories.
Figure 151: Skill wise incremental demand and supply in Pulwama district – 2017 to 2022
4. Skill mapping
Agriculture and allied activities employ about 55 per cent of the district population. Major crops grown
in the district are rice/paddy, wheat, maize, vegetable and fruits and oil seeds. District Pulwama is
famous for saffron cultivation which is mainly grown in Karewa lands of Pampore, Kakapora and
Pulwama blocks. The area under saffron cultivation during 2010-11 was 2,414 hectares. Saffron is
exported outside the State and country as well. Saffron cultivation is being given a boost in the district
under the National Saffron Mission.
Horticulture:
Among the fruits, apple, almonds, walnut and cherry are the important ones produced in the district. As
of 2012, horticulture production totalled 134,349 MT. Of this, 114,466 MT comprised of fresh fruits and
the remaining comprised of dry fruits.
Animal husbandry:
406
There are a number of meadows with plenty of water resources increasing thereby the livestock growth
in the district. There is potential for rearing of sheep, which will not only increase the mutton production
but also the wool production.Bulk milk coolers need to be established in the district. Amul has
established already two however more are required. Given the huge demand of chicken, eggs and
mutton in the district and whole valley, district has a huge potential for
1. Egg production
2. Hatching
3. Vanraja chicks
4. Milk processing
5. Cold storage facilities for milk and chickens
6. Feed production
Primary survey revealed following skill gaps in this sector;
Job role Skill gaps


4.2.1. Milk processing
The district has unique position in the milk production as a huge quantity of milk is produced in the
district and exported to Srinagar city. The district is the largest milk producer in the State. In 2012, it had
a milk production of 4.88 lakh litres per day. Over 98 per cent of the district’s cattle population has been
upgraded with Jersey and Holstein Friesian breeds. The Department of Animal Husbandry has been
working on increasing district’s milk production by way of artificial inseminations and cross-breeding.
Dairy farming is fast getting popularized in the district especially among unemployed youth. The youth
are also benefitting from the centrally sponsored Dairy Entrepreneurial Development Scheme, by setting
up own units. One of the biggest milk processing plants in the district is owned by Khyber Agro which is
located at Pampore. Various milk processing and packaging plants get around 90000 litres of milk from
milk producers of Pulwama. Department is trying to make the milk collection and processing
commercialized and organised so that AMUL like initiative can be taken in the district.
Job role Skill gaps
Dairy Farming
407
Job role Skill gaps
Dairy farmer • Lack of supplement knowledge

• Inability to provide clean environment for cattle to grow
• Lack of knowledge of modern feeding practices
• The basic herd management that requires record
maintenance that keeps tab on the output, food intake,
illness log, etc is not at all done which makes it difficult to
implement preventive measures
Dairy workers • Infrastructure not available to keep the collected milk

hygienically
• Lack of awareness about the ambient temperature to which
the milk should cool before storing, which results in spoilage
and wastage
Marketing personnel • Less marketing and dairy management graduates who come
forward
• In those who are involved, they are not able to form the
channels for the linkage purposes
Milk Processing Unit
Lack adequate knowledge about the latest technology and machines

of the industry
Not able to do preventive maintenance of the machine properly
Technicians and Machine Unable to diagnose and correct the routine faults / machine
operators breakdowns which hampers work productivity
Quality check of the lot for weight, leakage, accurate date and batch
number is not up-to-the-mark as per the job requirements.
Lack motivation to learn new things related to their work
Need to improve their man and time management skills

Supervisor Analytical skills to measure day’s productivity and ways to improve
that are inadequate.
Poor time management skills
Unprofessional attitude and poor behavioral

Workers
Lack of knowledge about personal hygiene and cleanliness of work
stations
408
4.2.2. Cold Storage Plants

Pulwama district and its nearby Sopian district are very famous for horticulture produce. This produce
needs to be kept under controlled environment to maintain their quality till it is sent to market for sale.
District currently has 3-4 cold storage plants. One of the biggest plant is H.N.Agri Serve which is
providing fruit growersfollowing facilities;
i. Controlled Atmosphere (CA)
ii. Cold Storage (CS)
iii. Grading, Sorting, Packaging
iv. Logistics
v. Helps fruit growers in marketing by providing outlets
Value chain in cold storage plant is;
a. Farmers bring their produce (apples) to the facility
b. Quality check for
i. Firmness by Panetrometer
ii. Testing of Starch contents by Iodine testing
iii. General inspection of scalp and scale of apples
c. Grading and sorting by automatic machine
d. Storage in CA / CS facility as per fruit growers need and demand
e. Taking fruit out of CA / CS after the completion of storage time
f. Grading it by machine
g. Packaging
h. Transportation and marketing
Currently this plant has around 50employees. All are on pay roll; however during peak season labour
is also taken on contract. Out of permanent staff, 50 percent workers are unskilled while 25 percent
each are in the category of semiskilled and skilled labour. About 15 percent is administrative staff
while 85 percent is operational staff. Administrative staff consists of;
a) Accountant, HR manager
b) IT person
c) Lisioning person
Operational staff consists of;
a) Engineering and maintenance
b) Four managers (one each for grading, packaging, CA and CS facilities)
c) Workers – Operations team
Educational qualifications of these employees are;
a) Accountants (generally 2, in peak season add 2 more) – MBA finance, B.Com
b) HR and Operational manager – MBA
c) IT person – M.Sc. IT
d) Lisioning person – MCA + experience
e) Managers – Graduate, 10+2 along with 4-5 years of work experience
f) Workers – matric, VIII std., uneducated
409
Overall 95 percent of the staff is from the Pulwama district and rest of the 5 percent is from other
districts of J&K. As per the HR & Operational manager of this plant, employees at all levels have
been groomed by the company as per job requirements. Regarding the availability of the human
resource, qualified persons without required skills are available in the district. Skills were lacking
initially because industry was new to the district. Since attrition rate is very less so company is not
hiring now-a-days. Even if one leaves, another experienced person is given that post.All employees
from manager onwards can handle other’s tasks as this is very simple industry which doesn’t require
very specific skills. With experience everyone has learnt the working skills at different levels / for
different job roles.
Temperature and pressure / level of CO2 and O2 gasses are being maintained by automatic machines
as per the SOPs given by manufacturers. Similarly preventive maintenance is being done as per
SOPs. Machines are easy to handle. In case of breakdown technical staff is able to repair / correct
the fault. Otherwise person from machine manufacture’s service centre is called for. Closure of CA /
CS units for some time does not affect the fruit quality much so it is acceptable. Moreover it
happens rarely.
Skill gaps found in this industry are
Functional role Skill gaps
Lack skills to maintain log books properly
Lack analytical skills in terms of finding out
 Daily work productivity
Facility managers  Machine efficiency
 Facility efficiency
 Improving work quality / efficiency
Lack man management skills
Poor time management skills
Unprofessional attitude and poor behavioral
Workers
Lack of knowledge about personal hygiene and
cleanliness of work stations
4.3. Wood and wood products
Over 77 per cent of the district’s geographical area is covered under forests. The major commercial
species which are grown in these forests are timber, deodar, kail and fur. In addition, medicinal herbs
are also available. Due to availability of raw material, there is scope for setting up of wood and wood
products based industrial units in the district. Such industries include veneer, ply boards, cricket bats
etc. For manufacturing of veneer and ply wood, one prominent unit which is S.K veneer, which is a ply
board unit. There are also six veneer peeling units established in the district.
410
Cricket bat manufacturing units have also gained in prominence. Districts of Pulwama and Anantnag are
home to 90 per cent of the cricket bat units in the State (Pulwama was carved out of Anantnag in 1979).
The two districts together have about 300 big and small manufacturing units of cricket bats (23 per cent
concentrated in Pulwama, remaining in Anantnag). Each unit manufactures on an average 20,000-
25,000 bats per annum. The annual turnover of the industry is Rs.10 crore.
The key skill gap observed by the industry in the district is lack of use of latest technology for making an
ultra refined cricket bat.
Cricket bat makers in Pulwama
Source: www.kashmirtouristvillages.com
4.4. Cement based
As mentioned above, Pulwama district houses seven cement plants, all in the Khrew village, out of which
five are functional, one has been closed and other one is subjudiced. Reason for this is abundance
presence oflimestones in this district. Some of the key companies present in the district are JK Cements
and RCC Cement.
J&K cement plant has two plants in this area. Total 585 employees are currently working in these units
on regular payroll. These employees are distributed under following departments;
a) Personnel administration (17)
b) Finance (14)
c) Stores (11)
d) Research, Development and Quality Assurance (39)
e) Sales (10)
f) Medical (9)
g) Security (17). 35 persons have also been hired from the external agency for security.
h) Production (468)
Human resource consists of 160 persons from other district of J&K state, 2 persons from outside the
state while rest all are from the Pulwama district. Around 90 percent of the employees from other
district of the state are technical labour and 10 percent are non-technical. Similarly 70 percent of the
411
employees from Pulwama district are skilled workers while rest are unskilled. Company’s senior and
middle management consist of ‘Mining and Geology’ specialists, MBAs (Sales, Marketing and Finance)
while most of the other skilled workers are post graduates and graduates. Supervisors and junior level
skilled workers are graduates / diploma holders or ITI passed. Unskilled workers are mostly uneducated
or minimally educated with 3-5 years of industry experience. Since attrition rate in this company is very
less so most of the employees are well experienced and well suited for their job requirements. Company
sent a group of skilled workers, executives and supervisors to Rajasthan for three months training at a
cement plant before commencing the new unit in this area. Company does not have any training
schedule even for new employees but as a rule keep all new recruits as trainee for initial 2-3 years in
which they are required to work under senior persons. After good performance they are given the
permanent slot in the company.
Interaction with In-charge plant and In-charge Personnel Administration brought out the need for
employee training on following topics;
i. Improving the working culture and making it more professional by instilling the sense of
ownership
ii. Working etiquette especially how to interact with seniors
iii. Personal hygiene and safety
4.5. Building and Construction material
Pulwama district has few steel rolling mills also at Lassipora Industrial Growth Centre. One of the big
company is Mir Steel Rolling Mills which is making thermo-mechanical treatment (TMT) steel bars used
in construction and marketing it in whole Kashmir valley under the brand ‘King’s TMT’. Started in 2011,
company is having around 300 employees out of which 80 are permanent. About 60 percent of the
permanent staff is skilled, 30 percent semiskilled and 10 percent are unskilled. Similarly 80 percent of
the contractual labour is skilled while rest is semiskilled. Functionally company has Production, Electrical
& Mechanical, Quality control, Management & Administration and Transportation divisions having 15
percent, 35 percent, 5 percent, 25 percent and 5 percent of total employees respectively.
Company has sourced 30 percent human resource from district Pulwama, 40 percent from other
districts of J&K state and 30 percent from outside the state. Employees of transportation, management
and marketing divisions are from other districts of the state whereas of electrical & mechanical and
production division are from other states. Reasons given for sourcing these persons are following;
1. Rolling mills in the district and state was a new concept so experienced and trained staff was not
available locally. (This steel rolling mill was the first one in this district). So technical persons
were hired from outside the state.
2. Final stages of the product involving cutting, bar-coding and loading are mainly labour work
which locals are not willing to do. So people from outside are involved in manual work and
transportation.
Education wise employees involved in production are mechanical engineers / postgraduates / graduates
or diploma holders along with 4-5 years of industry experience. In-charge of the quality control division
is Graduate in Lab Technology & Quality Control while rests are diploma holders.Electrical & Mechanical
412
division has diploma holders; transport has graduates and +2 pass workers while Management &
Administration division is having management graduates.
Company is going for expansion to double its production which will require hiring of human resource at
all levels in next financial year. Company prefers to hire local persons because employees of other states
find it difficult to work in extreme winters; however it faces following issues;
1. Technical skills with experience are not available locally.
2. Locals are not willing to adapt to mill timing which is 8am to 8pm. Employees of Pulwama
district want to work only from 10am to 4pm.
3. Lack of discipline and time management makes local persons unsuitable for the job. Attrition
rate is very high during the peak season of horticulture.
During the interaction manager mentioned thathe is satisfied with the skillsof their human resource.
4.6. Others
district include:
 Servicing of automobiles, electronics, electrical items, agro based, fabrication works, and cold
storage plants
 Food industries
 Mineral water
 Steel almirah fabrications
 Horticulture based industry
 Sports goods, etc.
5. Recommendations
Recommendations for Pulwama district focus on the sectors of agriculture and allied, food processing
(milk processing), wood based industry, cement based industry and other small scale sectors. Some of
these sectors will have recommendations for the private sector, which will directly translate, to skills
being developed and the others will need Government intervention to facilitate improvements.
5.1 Government
 Ramp-up the extension services knowledge offered for animal husbandry
marketing. Crops to be focused on include apple, almonds, walnut and cherry.
413
Food processing (milk processing)

 Focus on aiding private training providers in providing short to medium term training courses across
the entire dairy value chain
Wood and wood products

 Consider introducing short term courses in ITI on latest methods of cricket bat manufacturing as well
as for veneer and ply wood making
 Support private training providers facilitating such courses in the district
Cement
 Consider introducing short term courses in ITI on operating latest machines used in cement
manufacturing industry
Building and Construction material

 Consider introducing short term courses on Steel Rolling process.
Other market relevant courses

5.2 Industry
in agriculture and allied sectors, food processing (milk processing), wood and wooden products
manufacturing (specifically veneer, ply boards and cricket bat manufacturing), cement based
industry, Steel rolling industryand other small scale sectors

of the crops that can be emphasized upon are apples, walnuts, pear, almond, apricot, peach, cherry,
grapes, olive and citrus.
Food processing (milk processing)

 Courses for small dairy farmers across the entire dairy value chain
 Short term modules on feed supplements
 Medium duration courses to hone dairy technologists
 Medium duration courses to hone micro biologists
414
 Dairy marketers need to be honed as the product portfolio has widened, based on the need for
every target segment, but the channel needs to be built that will do justice to this broadening
portfolio.
 The veterinary experts – where capacity building is required
 Packaging technologists – who can provide innovative packaging ideas to prevent wastage due to
spoilage
Wood and wood products

 Short to medium term courses providing latest technical know-how on cricket bat manufacturing
 Short to medium term courses providing latest technical know-how on veneer and ply board
manufacturing
Cement
 Consider introducing short term courses on operating latest machines used in cement
manufacturing industry
Building and Construction material

 Consider introducing short term courses on Steel Rolling process.
Other sectors
automobiles, electronics and electrical items; thermo / plastic ware; mineral water; agriculture
implements / tools; steel almirah fabrications; horticulture based industry; extraction of minerals;
manufacturing of cement tiles; sports goods; plywood industries; food industries etc.
5.4 NSDC
415
8.16. Rajouri
1. Introduction
Rajouri District is one among the 22 Districts of Jammu & Kashmir State. It is bounded by Poonch district
in the north, Jammu district in the south, Udhampur district in the east and Pakistan occupied Kashmir
(Mirpur area) in the west. It is located in the foothills of Peer Panchal Range. It has a total land area of
2,630 square kilometers.The district is heavily forested with 48.1 per cent of its geographical area
covered with forests.
Rajouri area remained the region of great importance in ancient times. In Mahabharta there was a
kingdom known as Panchal Desa. The king of this State was Panchal Naresh whose daughter Dropdi was
married to Pandvas. The Historians Identify Panchalya Desha as the region in Panchal range of
mountains. Rajouri was also a part of this kingdom of Panchal Naresh.
It is sub-divided into eight blocks namely Darhal, Manjakote, Rajouri, Kalakote, Nowshera, Sunderbani,
Budhal and Thanamandi and has 380 villages. The urban areas constitute about 8.1 per cent of
population and about 91.9 per cent lives in the rural areas. Agriculture is the main occupation,
employing 55.2 per cent of the labour force (as of Census 2011). The remaining is in household industry
at 1.6 per cent and other workers53 at 43.2 per cent.2 Agriculture is mainly dominated by cultivation of
wheat, maize and paddy. The major horticulture crops in Rajouri district are plum, peach, apricot,
mangoes, guava and lemon, walnut and pears.
Table 234: Comparison of Rajouri district with Jammu and Kashmir – Key Indicators
Indicator Year Rajouri Jammu and Kashmir
Area, in sq.km. 2011 2,630 222,236
No. of households 2011 130,401 1,559,544
Source: Rajouri Statistical Handbook 2011-2012
53
Workers'.
2
416
2.1. Demography
As per Census 2011, Rajouri district has a population of 619,226 – about 4.9 per cent of the State
The district’s literacy rate is 68.54 per cent, which is almost same as the state average of 68 per cent
and lower than the All-India average of 74 per cent. Male literacy at 78.38 per cent is significantly

Jammu and
Indicator Year Rajouri
Kashmir
Population, No. 2011 619,226 12,541,302
2011 8.1% 24.8%
population, %
SC population, % 2011 7.5 % 7.5%
ST population, % 2011 36.2% 10.90%
Literacy rate, % 2011 68.5% 69.7%
Main workers, No. 2011 130,377 2,608,668
2001 55.1% 56%
total population, %
2.2. Economy
As of 2012-13, the district has an estimated GDDP at current prices of Rs 2,624 crore (IMaCS estimates).
The GDDP at constant prices is estimated to have increased at five per cent per annum. The estimated
417
Figure 152: Estimated GDDP of Rajouri district, at current prices, in Rs. Crore
3,000 2,624
2,274
1,964
2,000
1,202
1,000
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Of the total area of 2630 sq. km. in the district, 39.8 per cent is the net sown area
(cultivated land). Maize, wheat and paddy are principal crops grown in the district.
Horticulture: The climatic conditions of district Rajouri are favorable for horticulture development. The
district has orchards of various fruit varieties but plantation is in a scattered manner. The plain areas of
Sunderbani, Kalakote, Nowshera, Rajouri and Manjakote grow fruit trees of various species like plum,
peach, apricot, mangoes, guava and lemon whereas in areas situated at high altitude like Budhal and
Thannamandi, walnuts and pears are also grown.
Animal Husbandry: Livestock rearing remained one of the important sources of livelihood along with
agriculture in the district. 33.11 per cent population of the district belongs to Gujjars and Bakerwals
community; most of them rear goats and sheep.
The Livestock census of 2007 reveals that the district has a cattle population of 1.72 lakh, 1.61 lakh
buffaloes, 4.90 lakh sheep, 3.16 lakh goats, 3.28 lakh poultry and 0.274 lakh other livestock population.
Sector presents opportunity for dairy products and cattle feed.
Industry: Rajouri district doesn’t have any industrial base and commercial activities run on a very small
scale. According to MSME profile Rajouri district has only one industrial area with acquired land of 51.7
hectare, all of which has been developed. There are 989 industrial units, employing 2,346 daily workers
(all employed in small scale industry). There are no large or medium scale units in the district. Most of
the industrial units in the district are involved in repairing and servicing (66 per cent). Other units are
involved in activities such as agro based, woollen, silk and artificial thread based clothes, readymade
garments and embroidery, wood based furniture, leather based, steel fabrication, and electrical
machinery and transport equipment.
The following factors hinder the growth of industry in the district:
 Lack of Skilled Labour
 Non-availability of raw material for existing industries
 Shortage of Power Supply
 Marketing of finished goods
418
As of 2011-12, Rajouri district had 2,001 schools, with 150,718 students enrolled. The district has 1,146
Table 236: School education infrastructure in Rajouri district, as of 2011-12

Primary Middle High
Total 1,146 84,991 633 37,461 222 28,266
For higher education, the district has six colleges for general education. The six general colleges in the
Table 237: Streams available with degree colleges in Rajouri district

GDC Rajouri Arts, Science, Commerce, Sociology, BCA, Bio- 1979
Tech, En Sc, Geology, Philosophy, Comp. Appl & B.
Sc-IT
GDC Thanamandi Arts, Env. Sc. & Science 2005
GDC Budhal Arts & Env. Sc. 2008
GDC Nowshera Arts & Env. Sc. 2008
GDC Kalakote Arts & Env. Sc. 2011
GDC Sunderbani Arts & Env. Sc. 2011
technical colleges.
Rajouri district also has five Private colleges which include three colleges for Bachelor of education
(B.Ed) and two general degree colleges.
The district has one polytechnic (for technical education) and four ITI.
Table 238: Key ITI Indicators in Rajouri District, as of 2011-12

Indicator Value
419
Table 239: Details of Govt. ITIs for Rajouri district

No. of Seating
COPA 01 26 1 26
Mechanic (Motor/Vehicle) 02 21 1 21
ITI Rajouri
Management 06 Months 42 1 42
Plumber 01 21 1 21
IT&ESM 02 21 1 21
Advance Welder 01 16 1 16
Total 477 18 477
COPA 01 26 1 26
COPA 01 26 1 26
ITI Sunderbani Computer Assembly &
Maintenance 06 Months 52 1 52
Welder 01 16 1 16
Draftsman (Civil) 01 21 1 21
Total 293 11 293
COPA 01 26 1 26
Women ITI
Kalakote
420
No. of Seating
Software Applications 06 Months 52 1 52
Plumber 01 21 1 21
Total 209 8 209
COPA 01 26 1 26
ITI Nowshera
Plumber 01 21 1 21
Welder 01 16 1 16
Total 105 5 105
There are training centres also (both Government and privately owned) providing vocational education
to the youth. The Department of Industries provides training in knitting and carpentry. As of 2011-2012,
there are 4 Nos of Knitting Training Centre and 1 No of Carpentry Training Centre which are mobile in
nature. There are also private training centres such as International Computer Training Centre, National
Community Uplift Mission, Khaja Gareeb Nawaz, Education Trust and Society, Skills Developers
Academy. These provide training in sectors such as ICT, electrical, construction and Printing.
Unemployment rate:
As of December 2012, the employment exchange in Rajouri district had 30,561 unemployed youth
421
Centre
31000 30344 30561
30000 29228
29000
28000 27405
27000
26000
25000
2009 2010 2011 2012
December 2012, majority of the registered unemployed were middle passed at 37.7 per cent, followed
by matric passed at 28.1 per cent, TDC passed at 21.4 percent, graduates passed at 5.7 per cent, post
graduate passed at 3.5 per cent and remaining 3.6 per cent are in others category which include
illiterate, PUC and diploma and degree holders etc.
422
Others Post Graduates 0
0 0
3.5% 3.5%
TDC 21.4%
Middle 37.7%
Matric 28.1%
Graduates 5.7%
In the process of identifying the growth engines for the Rajouri district, we held youth group discussion
Youth Aspirations
Sector Interests
High Low
Agriculture/Travel,
High - tourism and
hospitality
Low Electronics Construction
 Preference towards job: After completing their studies, majority of the Youth want to do job in
Government sector. Based on the discussion with Youth, they reported that some of the Youth
doing studies to work in Government sector, as they feel that Government jobs are more secure
than private sector in terms of work and salary offered.
10,000 to 20,000 per month.
 Entrepreneurial zeal: Almost 90 per cent of the youth did not show any interest towards starting
their own business due to lack of information and they also feel that they are not financially sound
to start their own business.
 Migration trends: Majority of the youth do not want to migrate from Rajouri to the other states, as
they prefer to work in Jammu and Kashmir only in Government sector.
fees, better infrastructure and adequate facilities.
423
 Willingness to pursue higher education: Based on our discussion with the youth, majority of the
youth want to go for higher degrees like B. Tech, M.Tech and AMI (Associate Member of Institution
of Engineers). Youth were aware of what they want to do in future for higher studies
2.6. SWOT analysis
Based on the diagnostics of the Rajouri district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 155: SWOT Analysis of Rajouri district
(1) Nautral Beauty of Mountains and

Hills.
(1)Potential for Food processing
(2) Rich Agriculture and Horticulture Industries
Resources
(2) Potential for Tourism and Hospitality
(3) Availability of Land and Man power
for Industries
(1) Poor Power Supply

(2) Un-availability of raw material for
industries. (1) Dependency of Youth on
(3) Absence of Large and medium scale Government Jobs
industrial units
Weaknesses Threats
424
Based on our field surveys in Rajouri district, employment patterns, sectoral analysis and past growth
Agriculture and allied, Travel, tourism and Hospitality and Other manufacturing.
Sectors where interventions are required in Rajouri

Other Manufacturing
is likely to be generated in Rajouri district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Rajouri and where skill up-gradation will be
required within Rajouri are Agriculture and allied, Travel, tourism and Hospitality and Other
manufacturing.
1,015 jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is projected to 24,706
Table 240: Incremental Demand in Rajouri - 2012 to 2017

Minimally Semi
Agriculture and allied 17,768 15,178 1,555 1,035
Education 1,132 0 23 1,109
425
Minimally Semi
Total 24,706 18,186 3,058 3,462
Table 241: Incremental Demand in Rajouri - 2017 to 2022

Minimally Semi
Education 1272 0 25 1,247
Healthcare 1926 193 193 1,541
Total 29136 20,325 3,680 5,131
As of 2011-12, Rajouri district has a total population of 6.19 lakh persons. Of this, the working-age
426
Figure 156: Human resource pipeline in Rajouri district as of 2011-12
Population:
6.19 lakh
Working age
population:
3.41 lakh
Labour Force:
2.61 lakh
skilled labour54.
Figure 157: Human resource pipeline in Rajouri district as of 2022 (projected)
Population:
8.40 lakh
Working age
population:
4.63 lakh
Labour Force:
3.44 lakh
54
427
Figure 158: Skill wise incremental demand and supply in Rajouri district – 2012 to 2017
2022 too.
Figure 159: Skill wise incremental demand and supply in Rajouri district – 2017 to 2022
428
4. Skill mapping
Based on our field surveys in Rajouri district we have mapped the skill requirements and the gaps faced
In absence of industrial environment and due to location disadvantages, agriculture is the main
source of livelihood of the people. Agriculture and allied sector employs around 55.2 per cent of the
total working population. The net sown area of Rajouri district is about 104,940 hectares around 39
per cent of total land area. The main agricultural crops in the district are wheat, maize and paddy.
Major horticulture crops are plum, peach, apricot, mangoes, guava and lemon.
Agriculture: Scope in agriculture is towards seed production, vegetable production and paddy
farming extensively.
Horticulture: Rajouri district has great potential in horticulture crops like plum, peach, apricot,
mangoes, guava and lemon for that skill up-gradation and infrastructure also needs to be developed
parallely.
Animal husbandry plays a pivotal role in the economy of the district. Rearing of livestock is a core
activity of communities such as Gujjar, Bakerwal and Paharis. Rajouri has district has a cattle
population of 1.72 lakh, 1.61 lakh buffaloes, 4.90 lakh sheep, 3.16 lakh goats, 3.28 lakh poultry and
0.274 lakh other livestock population.

Job role Skill gaps
Cultivator / agricultural • Lack of Knowledge of seed production

labourer/Farmers • Lack of Knowledge of vegetable cultivation
• Lack of awareness on modern practices and techniques
related to crop cultivation
• Lack of knowledge of modern machines and tools for
agriculture and horticulture production.
• Lack of knowledge of benefits derived from horticulture
crops
• Inadequate value addition skills
• Inadequate marketing skills
• Lack of backward and forward integration skills
• Inadequate knowledge of most productive seeds
429

Rajouri district has quite a good number of tourist spots. There is a wide scope for pilgrimage,
leisure, nature and adventure tourism in this district55.
Due to geographical conditions and abundance of forests, the district is also rich in wildlife. The sub
tropical jungles of Rajouri are known to have leopards although the number has considerably
divided during recent years. Hog deer, locally called “Parha” is found in the district as also in
adjoining districts of Poonch. Porcupine and wild beer are also in plenty in sub tropical climate.
Macaca are also found in these jungles in Rajouri District. Mongoose, squirrel, jackal, fox and hare
also found all over the sub-tropical region of Rajouri. Reptilian fauna comprises of lizards and
snakes. Some of the birds which habitat different parts of the district include peacock, koel, bayas,
orioles, bablers etc.
There are many Tourists’ spots in the district:
Table 243: Key Tourists spots in Rajouri

Ziarat Shahdara Ziarat Shahdara Sharief is about 35 Kms in the north of Rajauri and 5 Kms from
Sharief Thannamandi. The famous Ziarat is surrounded by beautiful high mountain peaks,
thick belt of forests, green pastures, springs and strings
Gurudwara Chhati It is a very important religious place which has been constructed in the memory of
Padshahi 6th Guru Hargobind Sahib Ji (1595-1646 AD) who stayed at this place in 1616 AD
when he was on the way to Kashmir along with Emperor Jahangir.
Mangla Mata Mangla Mata Dev Asthan is located near village Bhawani in Nowshera Tehsil
of District Rajouri in a forest area
Manma Mata Another important place in Kalakote area is "Shrine of Manma Mata". The
temple is about 6 kms from Kalakote Town located in the Southern side. There
is a cave at site and legend goes that Lord Shiva had gone to Kashmir via this cave.
Dehra Ki Gali This beautiful scenic spot is situated at a height of plus 6600 feet above sea level,
in the Pir Panjal Range and is one of the passes connecting Rajouri and Poonch
districts. It experiences heavy snowfall during winter months. Thick vegetation
cover attracts and charms the visitor.
Thanamandi This is an important historical place right from the time of Mughals, who used to
stay there during their journey from Delhi to Kashmir and vice-versa. An old
Mughal Sarai still exists there which speaks of its glorious time. The climate of this
place is very charming and in fact is a health resort.
Kotranka Budhal Kotranka at the distance of 40 kms is an attractive tourist spot situated on the
right bank of river Ans. During summer this spot affords a great attraction to the
nature lovers and tourists. This is a picturesque charming and peaceful spot to
retire to in the summer heat
55
Data on number of tourists visited in Rajouri district is not available.
430

Trekking Routes Rajouri distrist has number of trekking base i.e Darhal, Budhal,Thannmandi and
Rajouri
Lakes of Peer Panjal Suhksar, Akal Darshni, Nandansar, Chandansar, Katorisar,Bhagsar,Diyasar,
Samotsar, Gumsar and Padyaransar
Source: www.Rajouri.gov.in
Source: www.Rajouri.gov.in
Table 244: Travel, tourism and hospitality sector

Job role Skill gaps
Tour operators / travel guides • Lack of Communication Skills

• Lack of Knowledge on the history behind various monuments
and Pilgrims spots
• Inadequate English speaking skills
• Lack of knowledge of route planning and optimization
Hotels – managers and other • Inadequate people management skills

staff (caterers, bell boy, • Inadequate computer skills
housekeeping, gardening etc.) • Inadequate customer orientation
• Lack of knowledge of basic etiquettes
• Poor work allocation skills
431
4.3. Others
district include:
 Repairing of automobiles
 Repair of electrical appliances
 Agro-based units
 Mineral water
 Food Industries
 Thermo/Plastic Ware
5. Recommendations
Recommendations for Rajouri district focus on the sectors of agriculture and allied, travel, tourism and
5.1. Government
 Assist in educating and enabling farmers to adopt modern techniques of production.
 Focus on disseminating more knowledge of growing horticulture crops and their value added

 Department of tourism should focus on developing skills in the various job roles such as cab
drivers, tour guides, travel agents, hotel managers, hospitality related staff and catering in
collaboration with private players
 Training to be disseminated in both local and English language
 Focus also to be placed on knowledge of local tourist attractions, religious tourism, adventure
 Facilitating training of tourist guides, housekeeping staff, cab drivers and travel agents.
Government certification can help them with better placement

432
5.2. Industry
horticulture) and travel, tourism and hospitality sector.
specific competency standards and other skilling related objectives.
Private training providers can provide training especially on:

 Modern agriculture practices and methods
 Creation of Value added products from raw horticulture crops
 Focus on organic farming

Course modules that have an indicative duration of 6-8 weeks can be organized at Rajouri town which
Table 245: Indicative Skilling required in tourism in Rajouri

 Team Management
 Wildlife experts
433
5.4. NSDC
 Travel, tourism and Hospitality Sector
 Other small scale sectors i.e. food processing, repairing of automobiles and electronics,
Fabrication works, mineral water and ,thermo/Plastic Ware
434
8.17. Ramban
1. Introduction
Ramban is a district in Indian state of Jammu and Kashmir. Ramban city is the district headquarters of
the district. Ramban is surrounded by Reasi District from West, Kulgam District from South-West,
Anantnag District from South-East, Doda District from North-East and Udhampur District from North.
Ramban District is located along river 'Chenab' also known as 'Chanderbhaga' river on National Highway-
1A(now 44), It almost a central point on Jammu-Srinagar National Highway.Earlier, Ramban was a Sub-
District of District Doda, with Tehsil Ramban and Tehsil Banihal as its constituents Ramban District
has been carved out of the erstwhile District Doda in 2007.
It is sub-divided into two tehsils and four blocks namely Ramban, Banihal, Ramsoo and Gool and has
116 villages. The urban areas constitute about 4.2 percent of population and about 95.8 percent lives in
the rural areas of villages.It has a total land area of 1,138 square kilometers. The economy of the
Ramban district is primarily agrarian employing 57.6 per cent of the labour force (as of Census 2011).
The remaining is in household industry at 2.9 per cent and other workers56 at 39.5 per cent.
Ramban district has rich potential in agriculture, horticulture, animal husbandry, bee-keeping and
handicrafts and handlooms. Agriculture is mainly dominated by cultivation of Maize, Paddy, Wheat and
Millets. The major horticulture crops in Ramban district Apple, Apricot, Plum, Peach and Walnut.
Ramban district has potential of handicraft and handlooms, major crafts are Crewel, Stapple, Sozni;
Carpet weaving, and Phoolkari.
Table 246: Comparison of Ramban district with Jammu and Kashmir – Key Indicators
Indicator Year Ramban Jammu and Kashmir
Area, in sq.km. 2011 1,138 222,236
No. of households 2011 55,490 1,559,544
Source: Census 2001, Ramban Statistical Handbook 2011-2012
56
Workers'.
2
435
2.1. Demography
As per Census 2011, Ramban district has a population of 283,313 – about 2.2 per cent of the State
The district’s literacy rate is 56.90 per cent, which is lower than the state average of 68 per cent and
lower than the All-India average of 74 per cent. Male literacy at 71.97 per cent is significantly much

Jammu and
Indicator Year Ramban
Kashmir
Population, No. 2011 283,313 12,541,302
2011 4.2% 24.8%
population, %
SC population, % 2011 4.9 % 7.5%
ST population, % 2011 14.0% 10.90%
Literacy rate, % 2011 56.9% 69.7%
Main workers, No. 2011 52,051 2,608,668
2001 NA 56%
total population, %
2.2. Economy
Agriculture: Of the total area of sq. km 1138 in the district, 16.1 is net sown area (cultivated land). Key
agriculture crops are Maize, Paddy, Wheat and Millets
436
Horticulture: Ramban district has great potential of horticulture due to favorable climatic conditions.
The major horticulture crops in Ramban district Apple, Apricot, Plum, Peach and Walnut.
Animal Husbandry: Ramban district has high potential for sheep husbandry. Livestock rearing is an
important occupation of the village folks in general and migratory population of Ramban. According to
18th Livestock census 2007, district has a sheep and goat population of 2.83 Lakh, Sector presents
opportunity for dairy products and cattle feed.
Industry: Ramban district has zero industrial base and commercial activities run on a very small scale.
There are eight industrial units, employing 34 daily workers (all employed in small scale industry). There
are no large or medium scale units in the district. Units are involved in activities such as agro based,
repairing and services, steel fabrication and engineering units.
As of 2011-12, Ramban district had 876 schools, with 69,409 students enrolled. The district has 534
Table 248: School education infrastructure in Ramban district, as of 2011-12

Primary Middle High
Total 534 35,548 263 21,336 79 12,525
Table 249: Streams available with degree colleges in Ramban district

College Streams available Year of
establishment
GDC Ramban Arts & Env. Sc 2005
GDC Banihal Arts & Env. Sc 2008
GDC Gool Arts & Env. Sc 2011
The district has three ITI, one polytechnic (for technical education).
437
Table 250: Key ITI Indicators in Ramban District, as of 2011-12

Indicator Value
Table 251: Details of Govt. ITIs for Reasi district
No. of Seating
Welder 01 16 1 16
COPA 01 26 1 26
ITI Ramban
Plumber 01 21 1 21
Driver-cum-Mechanic 06 Months 42 1 42
Mechanic A/C & Refrigeration 02 21 1 21
Total 231 9 231
Painter (General) 02 21 1 21
ITI Gool COPA 01 26 1 26
Plumber 01 21 1 21
Mechanic Diesel 01 21 1 21
Auto Electrical & Electronics 06 Months 42 1 42
Total 194 8 194
Plumber 01 21 1 21
COPA 01 26 1 26
ITI Banihal
Mech. Motor Vehicle 02 21 1 21
Draftsman Civil 02 21 1 21
Total 110 5 110
Unemployment rate:
As of December 2012, the employment exchange in Ramban district had 6,821 unemployed youth
438
Centre
12000 10630 10579 10446
10000
8000 6821
6000
4000
2000
0
2009 2010 2011 2012
The number of unemployed youth registered with the employment exchange saw a decreasing trend
from 2009 to 2012. This was due to the no-renewal of registration and not fulfilling the criteria for
Voluntary Services Allowance (VSA) scheme in the State. However, the number of registrations saw a
huge decline in 2012. Based on our discussion with the stakeholders in the district, we found that the
reasons for same are:
introduction of the scheme
matric passed at 26.6 per cent, middle passed at 24.5 percent and remaining 2.6 per cent are in others
439
category which include illiterate, post graduates, diploma holders, graduates, PUC, degree holders,
draftsmen, ITI trained and skilled other than.
0 0 0 0
Others 2.6% 0
Middle 24.5%
Matric 26.6%
TDC 46.3%
In the process of identifying the growth engines for the Ramban district, we held youth group discussion
Youth Aspirations
Sector Interests
High Low
High Agriculture
Low Civil/IT -
 Job Preference: Of the total students surveyed, about 90 per cent students want to do jobs for
Government sector because of job security, low work pressure and suitable working timings.
 Willingness to pursue higher education: Of the total students surveyed, 10 per cent to 20 per cent
showed their interest for higher education like B.tech, M.tech and AMI (Associate Member of
Institution of Engineers)
 Entrepreneurial zeal: Based on our discussion with Students, around 10 to 20 per cent showed
interest in self-employment. However, most of the students are not aware of the processes they
need to follow to start a venture of their own. In most cases, there is no awareness of Government
Schemes which are targeted at imparting training to students on the same
 Migration trends: Majority of the youth want to migrate from Ramban for better job opportunities
in the cities like Jammu and Delhi NCR.
15,000 to 20,000.
440
 Demand for additional training / courses: Students at ITIs want to learn the latest machine
technologies and applications within each of their trades for better employability.
fees, better infrastructure and adequate facilities
2.6. SWOT analysis
Based on the diagnostics of the Ramban district, we have prepared a SWOT (Strengths, Weaknesses,
441
Figure 162: SWOT Analysis of Ramban district
(1) Agriculture and allied including bee-

(1) Proxnimity to Jammu and Sri Nagar keeping, cattle feed and dairy products
located on center point of two districts. (2) Handicraft and Handlooms
(2) Rich Agriculture and Horticulture (3) Small scale service sector
resources opportunities
(3) Availability of un skilled workforce
(1) Lack of land for industries

(2) Zero industrial base
(3) Lack of Skilled Man power (1) Dependency of Youth towards
(4) Shortage of raw material for Government jobs
industires
(5) District topography
(6) lack of enterpreneurship skills among
peoples
Weaknesses Threats
442
Based on our field surveys in Ramban district, employment patterns, sectoral analysis and past growth
and allied, Handicraft and Handlooms and other sector (including mini and small scale activities).
Sectors where interventions are required in Ramban

Other Manufacturing
is likely to be generated in Ramban district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Ramban and where skill up-gradation will be
required within Ramban are Agriculture and allied, Handicraft and Handloom and Other manufacturing.
development, healthcare, tourism & hospitality) will generate about 1,637 jobs and about 2,657 jobs by
2017 to 2022. Similarly, from 2012 to 2017, the secondary sector (inclusive of construction, food
processing and fabrication etc) will generate about 533 jobs and about 563 jobs from 2017 to 2022. The
total incremental demand during 2012 to 2017 is projected to 10,991 and about 12,859 for the period
2017 to 2022, most of which are in the minimally skilled category in the whole ten year period.
Table 252: Incremental Demand in Ramban - 2012 to 2017

Minimally Semi
443
Minimally Semi
Total 10,991 8,221 1,233 1,537
Table 253: Incremental Demand in Ramban - 2017 to 2022

Minimally Semi
Total 12859 9,141 1,474 2,244
As of 2011-12, Ramban district has a total population of 2.83 lakh persons. Of this, the working-age
57
working age population of Doda district, as Ramban district is carved out from Doda district in 2007.
444
Figure 163: Human resource pipeline in Ramban district as of 2011-12
Population:
2.83 lakh
Working age
population:
1.52 lakh
Labour Force:
1.19 lakh
skilled labour58.
Figure 164: Human resource pipeline in Ramban district as of 2022 (projected)
Population:
3.99 lakh
Working age
population:
2.14 lakh
Labour
Force:
1.63 lakh
58
445
Figure 165: Skill wise incremental demand and supply in Ramban district – 2012 to 2017
During the period 2012-2017, we find that the excess supply of manpower in skilled and semi skilled
levels and deficit supply of manpower in minimally skilled level and this trend continues for the period
of 2017 to 2022 too. Most of the manpower is required for the services sectors where mostly skilled
manpower is employed. But for other sectors from the secondary sector, most manpower required is
minimally skilled category may be one where people are of 10th pass or below or semi skilled (10+2, ITIs
etc), they require specific industry related training (vocational training) to be made employable.
Figure 166: Skill wise incremental demand and supply in Ramban district – 2017 to 2022
446
4. Skill mapping
Based on our field surveys in Ramban district we have mapped the skill requirements and the gaps faced
More than 50 per cent of total working population in Ramban depends on agriculture for livelihood
(Cultivators: 47.5 per cent and agriculture labourers: 10.1 per cent). Agriculture and allied activities
are the dominant activity where 57.6 per cent of the labourers are engaged directly or indirectly.
The major crops grown in the district are Maize, Wheat, Paddy and Millets. The net sown area of
Ramban district is about 18,403 hectares. The district has potential for horticulture, bee keeping and
sheep husbandry.
Horticulture: Due to temperate as well as sub tropical climate, Ramban district offers immense
scope for horticulture activities. The Agro-climatic conditions of the district suitable for growing
horticulture crops like Apple, Apricot, Plum, Peach and Walnut etc.
Bee-Keeping: Based on the discussion with key stake holders, in Ramban district honey production
potential is enormous, estimated at 1,200 metric quintals per year. This potential is not yet fully
exploited. The basic knowledge and skills needed to exploit the honey production potential are
lacking among the farmers. Infrastructure and skills have to be honed to add value addition to the
produce.
Table 254: Skill Requirements in Bee keeping, honey extraction and Processing in Ramban District
Job Roles Expected competency
Farmers (unqualified)  Knowledge of bee keeping and its importance
 Understanding and Management of beekeeping
Processing entrepreneur (diploma/degree  Ability to understand the quality aspect
holder in processing technology/  Ability to find market for the final product
management degree holder)  Ability to expand the business
 Knowledge of preservation techniques
 Ability to value add to the raw produce
Marketers (management degree/diploma in  Ability to brand the product
marketing and sales)  Ability to interface with the distribution channels
and stockists
 Strong communication and inter personal skills
 Ability to plan the distribution strategy for the
product
Sheep husbandry: This activity is mainly done by the Gujjar, Bakerwal and Paharis, which are not
properly processed and utilised as a commercial activity, but have immense future business
447
potential.According to 18th Livestock census 2007, district has a sheep population of 1.96 Lakh and
goat population of 0.87 Lakh.
Though the associated departments are undertaking efforts across the district like conducting
awareness camps, providing livestock at subsidized rates, providing medicines at subsidized rates,
issuing license to private vendors to provide the routine medicine for treating regular diseases

 Shortage of extension centres/Dispensaries
 Shortage of requisite medicines
 Poor development of pastures
 Lack of shearing machines
 Lack of tents for night shelter of migratory breeders
Table 255: Skill Gaps in Agriculture and Allied Sector

Job role Skill gaps
Cultivator / agricultural • Lack of knowledge of hybrid cultivation

labourer/Farmers • Inadequate quantitative knowledge on agriculture inputs like
fertilizers, pesticides and insecticides etc.
• Lack of knowledge of knowledge of crop cultivation
according to different seasons
• Lack of knowledge of orchards management
• Inadequate knowledge of diseases management
• Lack of knowledge of branding, grading and packaging
• Lack of marketing skills
• Lack of knowledge of modern tools and techniques
• Lack of knowledge of operation of poly green houses
• Lack of value addition skills for horticulture produce
• Lack of knowledge of quality plant material
• Lack of knowledge of breeding ,dosing and vaccination of
livestock
The department of handicraft and handloom is running eight (seven for handicraft and 1 for handloom)
training centers in the Ramban district where training to unemployed youth of the district especially to
women folk is being imparted. Crewel, Stapple, Sozni; Carpet weaving, and Phoolkari are major
handicraft and handloom crafts.
448
The passing out trainees are being registered with the Handicrafts department as artisans and to
establish individual unit, financial assistance in the shape of loan is being provided through various
banks on interest subsidy.
Table 256: Skill gaps in Handicraft and Handloom in Ramban district
Job Role Skill gaps

Artisans/Trainees  Inadequate of knowledge of new designs preparation
 Lack of product innovation skills
 Lack of knowledge of modern techniques and practices.
4.3. Others
district include:
 Food processing industries
 Mineral Water
5. Recommendations
Recommendations for Ramban district focus on the sectors of agriculture and allied, handicraft and
handlooms and other small scale sectors. Some of these sectors will have recommendations for the
5.1. Government
 Government departments can conduct skill drives on fruits grading, branding and packaging
among growers
 Try to arrange awareness programs on benefits derives from Agriculture and horticulture raw
produce
 Government interventions is required to primarily build awareness and bring forth some
common facilities to encourage the local population to invest in bee keeping, honey extraction
and processing.
449

Department of handicraft and handloom should focus on introducing courses on:
 Modern techniques and practices
 Marketing of products
 Cost, time and quality management in collaboration with private training players

5.2. Industry

Bee keeping, Honey extraction and Processing
Private training centers for honey processing skills can be setup. Courses which span a duration of 8-10
weeks can be organized which covers several training topics with respect to bee keeping, honey
extraction and processing, value addition and marketing.
Table 257: Indicative courses for capacity building in Bee keeping, Honey Extraction and processing
Activity Indicative set of courses
Farming  Bee keeping understanding and management
 Awareness of various diseases
 Hive processing
Processing  Courses to understand the various equipment used in processing
 Knowledge of basic value addition required
 Ability to build customer links
 Marketing and branding skills
 Skills to make formulations for the value added products

450
Table 258: Indicative Skilling required in unorganized sector in Ramban

 Marketing
5.4. NSDC
 Handicraft and Handlooms
 Other Sector (Repairing, fabrication, food processing ,thermo/Plastic ware and mineral Water
451
8.18. Reasi
1. Introduction
The district of Reasi lies in the Jammu region in the state of Jammu and Kashmir. Reasi is situated in the
Shivalik hills and located at 1528 meters above mean sea level. The district is surrounded by Kulgam
district in the North, Rajouri district in the West, Udhampur in the East and by Jammu District in the
South. It has a total land area of 1,707 square kilometres.
District Reasi has been commanding worldwide fame due to presence of world famous shrine of Shri
Mata Vaishno Devi and Shiv Khori cave and other tourist’s attractions. Jammu city is about 64 km from
Reasi.
It is sub-divided into four blocks namely Pouni, Arnas, Reasi and Mahore and has 255 villages. The urban
areas constitute about 8.6 percent of population and about 91.4 percent lives in the rural areas.
Agriculture is the main occupation, employing 69.2 per cent of the labour force (as of Census 2011). The
remaining is in household industry at 0.4 per cent and other workers59 at 30.4 per cent.2 Agriculture is
mainly dominated by cultivation of wheat, maize and paddy. The major horticulture crops in Reasi
district are mango, citrus and amla, leechi, walnut and apple.
Table 259: Comparison of Reasi district with Jammu and Kashmir – Key Indicators
Indicator Year Reasi Jammu and Kashmir
Area, in sq.km. 2011 1,707 222,236
No. of households 2011 56,689 1,559,544
Reasi Statistical Handbook 2011-2012
2.1. Demography
As per Census 2011, Reasi district has a population of 314,714 – about 2.5 per cent of the State
59
Workers'.
2
452
The district’s literacy rate is 59.42 per cent, which is much lower than the state average of 68 per
cent and lower than the All-India average of 74 per cent. Male literacy at 69.9 per cent is
significantly higher than female literacy rate at 47.5 per cent.

Jammu and
Indicator Year Reasi
Kashmir
Population, No. 2011 314,714 12,541,302
2011 8.6% 24.8%
population, %
SC population, % 2011 12.0 % 7.5%
ST population, % 2011 28.1% 10.90%
Literacy rate, % 2011 59.4% 69.7%
Main workers, No. 2011 88,462 2,608,668
2001 NA 56%
total population, %
2.2. Economy
Agriculture: Of the total area of 1,707 sq. km. in the district, 14.3 per cent is the net sown area
(cultivated land). Agriculture is mainly dominated by cultivation of wheat, maize and paddy. The major
horticulture crops in Reasi district are Mango, Citrus and Amla, Leechi, Walnut and Apple.
Industry: As per MSME profile of Reasi, district has 113 Micro and small scale industrial units, employing
around 300 peoples. These include units of stone crushing, food processing, cement bricks and welding
units. Based on our discussion with key stakeholders, industry is not able to provide significant
employment opportunities for the Reasi district.
453
Services: The skilled population which has not migrated from Reasi prefer to be a part of the services
sector, especially working for Government jobs.
As of 2011-12, Reasi district had 1,214 schools, with 74,041 students enrolled. The district has 756
Table 261: School education infrastructure in Reasi district, as of 2011-12

Primary Middle High
Total 756 41,620 373 20,331 85 12,090
Source: Statistical Handbook, Reasi 2011-12
Table 262: Streams available with degree colleges in Reasi district

College Streams available Year of
establishment
GDC Reasi Arts, Science, Commerce, Bio-Tech, Env. Sc, BCA, 2003
Sericulture & Bio-Chem.
GDC Dharmari Arts & Env. Sc 2008
GDC Sarh Bagga Mahore Arts & Env. Sc 2011
focused on arts, science, sericulture, commerce, bio technology, BCA and environment science only.
There are no engineering or technical colleges. Reasi district also has three Private colleges which
include two colleges for Bachelor of education (B.Ed), and one college for Bachelor of computer
application (BCA). The district has one polytechnic (for technical education) and one ITI.
Table 263: Key ITI Indicators in Reasi District, as of 2011-12

Indicator Value
Table 264: Details of Govt. ITIs for Reasi district

No. of Seating
Women ITI COPA 01 26 1 26
454
No. of Seating
Dharmani Arnas Dress Making 01 21 1 21
Plumber 01 21 1 21
Total 173 8 173
There are also one private training centre VR Educational Trust providing training in sectors such as ICT,
electrical, construction and banking & accounting.
Unemployment rate:
As of December 2012, the employment exchange in Reasi district had 3,413 unemployed youth
455
Centre
9000
8189
7903
8000 7327
7000
6000
5000
4000 3413
3000
2000
1000
0
2009 2010 2011 2012
by TDC passed at 28.6 per cent, graduates passed at 7.6 per cent, middle passed at 5.9 per cent, diploma
holders at 2.3 per cent and remaining 3.9 per cent are in others category which include illiterate, degree
holders, post graduate, PUC, draftsmen, ITI trained and skilled other than etc.
456
Others 3.9% 0 Diploma
0 0
holders
Middle 5.9% 2.3%
Graduates 7.6%
Matric 51.7%
TDC 28.6%
In the process of identifying the growth engines for the Reasi district, we held youth group discussion in
Youth Aspirations
Sector Interests
High Low
Travel, tourism and
High - Hospitality/
Low Electronics/IT Other manufacturing
 Migration trends: Majority of the youth want to migrate from Reasi for better job opportunities in
the cities like Jammu, Delhi NCR and other metro cities. Youth reported that Reasi district has
absence of large scale industries, so it is better to start their own ventures at the cities like Jammu
and Delhi NCR.
 Preference towards Job/Institutes: Based on the discussion with Youth, majority of the students
want to do job, their first preference is towards Government jobs due to job security and low work
pressure as compared to private sector. Some Youth has shown their interest towards private
sector, if they are offered with good salary and good working conditions. Students prefer
Government ITIs rather than private because of low fees, better infrastructure and adequate
facilities.
20,000 to 25,000.
 Interest towards local industries: During our interaction, Youth did not show their interest towards
local industries.
457
 Demand of practical exposure: Youth in Reasi district reported that there should be more practical
exposure specific to the particular trades after completing ITI course, so that they can get better
practical exposure and this can help them to meet current industries’ requirements as well.
Willingness to pursue higher education: Based on our discussion with the youth, majority of the
youth want to go for higher degrees like B. Tech, M.Tech and AMI (Associate Member of Institution
of Engineers). Youth were aware of what they want to do in future for higher studies.
 Entrepreneurial zeal: Majority of the youth not shown their interest towards starting their own
business due to high risk and lack of information and financial resource for the same.
2.6. SWOT analysis
Based on the diagnostics of the Reasi district, we have prepared a SWOT (Strengths, Weaknesses,
458
Figure 169: SWOT Analysis of Reasi district
(1) Presence of World Known

Pilgrims places i.e Mata Vaishno (1) Agriculture and allied
Mandir, Shiv Khori Cave and others (2) Tourism Sector
(2) Rich Horticulture Resources
(1) Absence of large scale industries

(2) Bad roads infrastructure
((1) Dependency of Youth on
(3) Lack of higher education facilities Government Jobs
(4) Lack of enterpreneurship among
peoples
Weaknesses Threats
Based on our field surveys in Reasi district, employment patterns, sectoral analysis and past growth
Agriculture and allied, Travel, tourism and hospitality and other manufacturing sector (including mini
Sectors where interventions are required in Reasi
459
Sectors where interventions are required in Reasi

Other Manufacturing
is likely to be generated in Reasi district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Reasi and where skill up-gradation will be
required within Reasi are Agriculture and allied, Travel, tourism and Hospitality and Other
manufacturing.
Table 265: Incremental Demand in Reasi - 2012 to 2017

Sector Minimally Semi

Total skilled skilled Skilled
Other manufacturing 1,486 743 520 223
460
Sector Minimally Semi

Total skilled skilled Skilled
Total 23,716 17,500 3,256 2,960
Table 266: Incremental Demand in Reasi - 2017 to 2022

Minimally Semi
Other manufacturing 3323 1,662 1,163 498
Education 1071 0 21 1,050
Total 28875 20,373 4,401 4,101
As of 2011-12, Reasi district has a total population of 3.14 lakh persons. Of this, the working-age
60
working age population of Udhampur district, as Reasi district is carved out from Udhampur district in 2007.
461
Figure 170: Human resource pipeline in Reasi district as of 2011-12
Population:
3.14 lakh
Working age
population:
1.77 lakh
Labour Force:
1.32 lakh
skilled labour61.
Figure 171: Human resource pipeline in Reasi district as of 2022 (projected)
Population:
4.22 lakh
Working age
population:
2.37 lakh
Labour Force:
1.73 lakh
61
462
Figure 172: Skill wise incremental demand and supply in Reasi district – 2012 to 2017
During the period 2012-2017, we find that the excess supply of manpower in skilled level and deficit
supply of manpower in semi skilled and minimally skilled levels and this trend continues for the period
2017-2022 too. Most of the manpower is required for the services sectors where mostly skilled
manpower is employed. But for other sectors from the secondary sector, most manpower required is
minimally skilled category may be one where people are of 10th pass or below or semi skilled (10+2, ITIs
etc), they require specific industry related training (vocational training) to be made employable.
Figure 173: Skill wise incremental demand and supply in Reasi district – 2017 to 2022
463
4. Skill mapping
Based on our field surveys in Reasi district we have mapped the skill requirements and the gaps faced by
the sector in the section below.
Agriculture and allied sector employs around 69 per cent of the total working population. The net
sown area of Reasi district is about 24,554 hectares. The main agricultural crops in the district are
wheat, maize and paddy. Key horticulture crops are mango, citrus and amla, leechi, walnut and
apple.
Even though farming has been carried out by the people for so many years, there are some skill
based issues observed. They are not updated with the advancement and latest changes in the
agricultural world and continue to perform as they were doing it for years.
Agriculture: Scope in agriculture is towards seed production, vegetable production and paddy
farming extensively.
Horticulture: Reasi district has great potential in horticulture crops like mango, citrus and amla,
leechi, walnut and apple for that skill up gradation and infrastructure also needs to be developed
parallely.
Job role Skill gaps
Cultivator / agricultural • Lack of awareness of the modern techniques of agriculture

labourer and horticulture.
• Inadequate knowledge of maintenance of plants
• Lack of knowledge of marketing of crops
• Inadequate knowledge of benefits derived from food
processing
• Inadequate value addition skills among farmers
• Lack of understanding of the benefits of the use of bio-
fertilizers
• Inadequate knowledge of most productive seeds

District Reasi is most sought place on the tourist map. The district has honour to attract a very large
number of tourists across the globe. There are many tourists’ spots in the district62.
62
Data on number of tourists visited not available for Reasi district.
464
Table 268: Key Tourist spots in Reasi

Vaishno Shrine Vaishno Devi shrine is located in the lap of eye opening Shivalic hills which is 13
Kms from base camp Katra which is one of the prominent towns of District Reasi
and 63 kms from Jammu city. The Shrine is famous pilgrimage centre in Jammu
and Kashmir state
Shiv Khori Cave Reasi town is also famous for the ancient cave of Lord Shiva. A big fair takes place
on shivratri day which continues for three days.
Dera Baba Banda Dera Baba banda is another place of the tourist attraction. This place is
considered as a major pilgrimage center for Hindus & Sikhs situated in Reasi
Baba Aghar Jitto The statue of Baba Jitto is situated near road side in the lap of Shri Mata Vaishno
Devi.Baba Aghar Jitto a spiritual devotee of Shri Mata Vaishno Devi.
Bhimgarh Fort This is an historical fort built by Raja Zorawar Singh, the famous Dogra General
who repelled the Chinese from Ladakh. The fort is built on the bank of River Anji
at a hillock. It is also an attraction for the tourist visiting Reasi.
Source: www.reasi.gov.in
Source: www.reasi.gov.in
Table 269: Travel, tourism and hospitality sector

Job role Skill gaps
Tour operators / travel guides • Inadequate awareness of local tourists spots

• Lack of geographical knowledge
Hotels – managers and other • Lack of time management and team management skills
staff (caterers, housekeeping, • Lack of knowledge of guest management
465
Job role Skill gaps
gardening etc.) • Inadequate courtesy level

• Inadequate skills in interaction with guests
• Poor English speaking skills
• Inadequate computer skills
• Inadequate knowledge of customer relationship
management and allied services
5. Recommendations
Recommendations for Reasi district focus on the sectors of agriculture and allied, travel and tourism and
hospitality. Some of these sectors will have recommendations for the private sector, which will directly
translate, to skills being developed and the others will need Government intervention to facilitate
improvements.
5.1. Government
 Assist in disseminating more knowledge of growing horticulture crops and their value added
 Focus on more skill development programs for cultivators and agricultural workers in modern
methods of farming
 Focus on skill development training for crop cultivation specific to the various climates.

 Jammu & Kashmir Department of Tourism should focus on creating knowledge and skill
development on benefits which can be drived from the local tourist’s attractions and also from
activities such as trekking, water rafting and adventure sports.
 Focus on conducting training workshops on soft and communication skills.
 Focus also to be placed on knowledge of local tourist attractions, religious tourism, adventure
tourism and nature treks.
5.2. Industry

466
Agriculture
Private training providers can provide training especially on modern agriculture practices and creation of
value added products and marketing of same in agriculture and allied sectors, especially in horticulture.
Under horticulture, some of the crops that can be emphasized upon are Mango, Apple, Wallnut, Citrus,
Amla and Leechi.

Course modules that have an indicative duration of 6-8 weeks can be organized at Reasi town which aim
Table 270: Indicative Skilling required in tourism in Reasi

Tourist guide/operator  Time Management
 Team Management
5.4. NSDC
 Travel, tourism and hospitality
467
8.19. Samba
1. Introduction
The district of Samba lies in the Jammu region in the state of Jammu and Kashmir. Samba District is a
newly formed district in the Indian administered state of Jammu and Kashmir. Before the formation of
this district, the area now under the district was part of Jammu district.
It has a total land area of 913 square kilometres. It shares boundaries with Udhampur district in the
North, Kathua district in the East and Jammu district in the west. It shares international border with
Pakistan in the south.
Topographically, it is situated at an elevation of 384 meters. The Samba town is located on Shivalik hills
range alongside the National Highway 1-A on the bank of river Basantar. Jammu city is about 40 km from
Samba. About two third of the area of Tehsil Samba is fed by Kandi and rain.
It is sub-divided into four blocks namely Purmandal, Vijaypur, Samba and Ghagwal and has 382 villages.
The urban areas constitute about 16.8 percent of population and about 83.2 percent lives in the rural
areas of villages. Agriculture and allied activities sector employing 25 per cent of the labour force (as of
Census 2011). The remaining is in household industry at two per cent and other workers63 at 74 per
cent.2
Major crops are wheat, maize and paddy and the main horticulture crop are Mango, Amla and Citrus.
Major farming systems/enterprises include agriculture, animal husbandry and horticulture (Mango,
Amla and Citrus).
Table 271: Comparison of Samba district with Jammu and Kashmir – Key Indicators
Indicator Year Samba Jammu and Kashmir
Area, in sq.km. 2011 913 222,236
No. of households 2011 65,385 1,559,544
Source: Samba Statistical Handbook 2011-2012
63
Workers'.
2
468
2.1. Demography
As per Census 2011, Samba district has a population of 318,611 – about 2.5 per cent of the State
The district’s literacy rate is 82.48 per cent, which is much higher to state average of 68 per cent and
higher than the All-India average of 74 per cent. Male literacy at 89.76 per cent is significantly higher

Jammu and
Indicator Year Samba
Kashmir
Population, No. 2011 318,611 12,548,926
2001 16.8% 24.8%
population, %
SC population, % 2011 28.8% 7.5%
ST population, % 2011 5.5% 10.90%
Literacy rate, % 2011 82.4% 68.74%
Main workers, No. 2011 74,129 2,608,668
2001 NA 56%
total population, %
cent are cultivators, seven per cent are agricultural labourers, about two per cent is workers in
household industry and 74 per cent are other workers.
469
2.2. Economy
Agriculture: Of the total area of 913 sq. km. in the district, 39.3 per cent is the net sown area (cultivated
land). Agriculture is mainly dominated by cultivation of wheat, maize and paddy. The major horticulture
crops in Samba district include Mango, Citrus and Amla.
Industry: Samba district has 30 large and medium scale industrial units, providing employment to over
4,000 persons. These included popular companies such as Cadila Pharmaceuticals Ltd, Berger Paints,
Reckit Benkizer, Indo-Swift, etc. End products manufactured included pesticides, fertilizers, medicines
etc. Samba is one of the few districts in the Jammu region to have good number of industries within it.
One of the important reasons for the presence of the industries is the availability of well-established
industrial areas and better infrastructure in the district.
Table 273: List of operational Large and Medium scale industrial units in Samba district
Sl.
No.
1 M/S Cadila pharmaceuticals Ltd Pharmaceuticals products
2 M/S Berger paints India Ltd Paints
3 M/S Neel Kamal Ltd Plastic products
4 M/S Neelkamal bio storage systems Bio-products
5 M/S Reckit Benkizer Chemicals
6 M/S BBF industries Packaging products
7 M/S BBF industries Pharmaceuticals products
8 M/S Alstrong enterprises Pharmaceuticals products
9 United Phosphorous Pesticides and insecticides
10 IndiSwift laboratories Ltd Pharmaceuticals products
11 Garda chemicals Ltd Pesticides and insecticides
12 Kangaro industries Ltd Plastic products
13 Casil industries Ltd Pesticides and insecticides
14 M/S D D Agro industries ltd Pesticides and insecticides
Source: IMaCS Primary Survey, District Industries Centre (DIC), Samba
Services: The skilled population which has not migrated from Samba prefer to be a part of the services
sector, especially working for government jobs.
As of 2011-12, Samba district had 758 schools, with 58,276 students enrolled. The district has 371
470
Table 274: School education infrastructure in Samba district, as of 2011-12

Primary Middle High
Total 371 28,705 241 14,698 146 14,873
For higher education, the district has one college for general education. The one general college in the
district offers the following courses:
Table 275: Streams available with degree colleges in Samba district

GDC Samba Arts, Science, Env. Sc & Commerce 1986
Samba district also has 15 Private colleges which include six colleges for Bachelor of education (B.Ed),
three general degree colleges, three colleges for Bachelor of business administration (BBA), two colleges
for Bachelor of computer application (BCA) and one college for Law.
The district has one polytechnic (for technical education) and one ITI.
Table 276: Key ITI Indicators in Samba District, as of 2011-12

Indicator Value
Table 277: Details of Govt. ITIs for Samba district

Name of ITI Trade Duration Intake No. of Units Seating Capacity
Fitter 02 21 1 21
Plumber 01 21 1 21
Welder 01 16 1 16
ITI Samba Cutting & Sewing 01 21 1 21
COPA 01 26 1 26
Hotel Management 06 Months 52 1 52
Auto CAD 01 52 1 52
471
Name of ITI Trade Duration Intake No. of Units Seating Capacity

Total 335 13 335
There are also private training centres such as Shri Mata Sukrajli IIME, Palavi Art & Computer Education
(PACE), Adarsh Vidya Peth Samba, Kkristu Jyoti Industrial Training Centre and Shakuntla Education Trust.
These provide training in sectors such as ICT, electrical, garment-making, construction, wood work,
hospitality, medical and business & commerce.
Unemployment rate:
As of December 2012, the employment exchange in Samba district had 11,081 unemployed youth
Centre
20000 15639 16260 16494
15000 11081
10000
5000
0
2009 2010 2011 2012
472

matric passed at 31.0 per cent, graduates passed at 11.9 per cent, diploma holders at 4.2 per cent and
remaining 10.3 per cent are in others category which include illiterate, middle, degree holders, post
graduate, PUC, draftsmen and skilled other than etc.
Others 10.3% 0 0 0
0
Diploma holders
4.2%
Graduates TDC 42.5%

11.9%
Matric 31.0%
473
In the process of identifying the growth engines for the Samba district, we held youth group discussion
Youth Aspirations
Sector Interests
High Low
Chemical & Other manufacturing
High
Employment Potential Pharmaceuticals units
Low Automobile/IT Agriculture and allied
 Preference towards Job/Institutes: Based on our discussion with Youth, it is reported that almost 90
per cent of the youth want to do job in Governments sector, due to job security and because of high
salary in Government departments. Students prefer Government ITIs rather than private because of
low fees, better infrastructure and adequate facilities.
 Migration trends: Majority of the youth want to migrate from Samba for better job opportunities in
the cities like Jammu and Delhi NCR.
 Interest towards local industries: During our interaction, majority of the youth want to work in local
industries if they offered with good salary and related work in their field.
 Willingness to pursue higher education: Based on our discussion with the youth, About 30 per cent
youth want to go for higher education like engineering in the other states like Punjab and remaining
want to go for job.
15,000 to 20,000.
 Demand of Practical exposure: Youths in Samba district reported that there should be more
practical exposure specific to the particular trades after completing ITI course, so that they can get
better practical exposure and this can help them to meet current industries requirements as well.
 Entrepreneurial zeal: Majority of the youth did not show interest towards starting their own
business due to high risk and lack of information for the same.
474
2.6. SWOT analysis
Based on the diagnostics of the Samba district, we have prepared a SWOT (Strengths, Weaknesses,
Figure 176: SWOT Analysis of Samba district
(1) Proximity to Jammu

(2) Availability of Large scale
industries (1) Chemicals & Pharmaceuticals
(3) Better connectivity with National (2) Other manufacturing units
Highway (NH-1A)
(4) Availability of land for industries
(1) Lack of railway connectivity

(2) Lack of skilled manpower (1) Migration of Skilled human resources
(3) Lack of higher education facilities (2) Border conflict with Pakistan
Weaknesses Threats
475
Based on our field surveys in Samba district, employment patterns, sectoral analysis and past growth
across sectors, we have found out that sectors which require skilling interventions are mainly Chemicals
and Pharmaceutical and Other manufacturing.
Sectors where interventions are required in Samba

Other Manufacturing*
is likely to be generated in Samba district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors that are unique to Samba and where skill up-gradation will be
required within Samba are Chemicals and Pharmaceutical and Other manufacturing.
(inclusive of construction, food processing, chemicals and fabrication etc) will generate about 10,003
jobs and about 18.805 jobs from 2017 to 2022. The total incremental demand during 2012 to 2017 is
Table 278: Incremental Demand in Samba - 2012 to 2017

Minimally Semi
Other manufacturing* 5,945 2,973 2,081 892
Building Construction and Real estate 1,037 871 112 54
476
Minimally Semi
Chemicals and pharmaceuticals 2,773 1,387 971 416
Total 19,600 11,449 4,940 3,210
based.
Table 279: Incremental Demand in Samba - 2017 to 2022
Minimally Semi
Other manufacturing* 13293 6,646 4,653 1,994
Chemicals and pharmaceuticals 4128 2,064 1,445 619
Total 30449 16,866 8,414 5,168
based.
477
As of 2011-12, Samba district has a total population of 3.18 lakh persons. Of this, the working-age
Figure 177: Human resource pipeline in Samba district as of 2011-12
Population:
3.18 lakh
Working age
population:
1.95 lakh
Labour
Force: 1.32
lakh
skilled labour65.
Figure 178: Human resource pipeline in Samba district as of 2022 (projected)
Population
: 3.83 lakh
Working
age
population:
2.35 lakh
Labour
Force:
1.57 lakh
64
working age population of Jammu district, as Samba district is carved out from Jammu district in 2007.
65
478
Figure 179: Skill wise incremental demand and supply in Samba district – 2012 to 2017
During the period 2012-2017, we find that the deficit supply of manpower in minimally skilled and semi
skilled as well as in skilled levels and during the period of 2017 to 2022, we have find that deficit supply
of manpower at minimally skilled and semi skilled levels and excess supply of manpower at skilled level.
479
Figure 180: Skill wise incremental demand and supply in Samba district – 2017 to 2022
4. Skill mapping
Based on our field surveys in Samba district we have mapped the skill requirements and the gaps faced
4.1. Chemicals and Pharmaceuticals Industry
Manufacture of basic industrial chemicals including pesticides, insecticides, fertilizers, paints, varnishes
and lacquers and other miscellaneous chemical products is another important industry in the district.
These industries are mainly concentrated in the industrial growth centres areas of Samba district. The
medium and large industries manufacturing chemicals and chemical products are Cadila
pharmaceuticals, united phosphorus, Sun Pharma, Indo-swift, Reckit benkizer and Berger paints.
Based on our discussions, we found that:
 Most of the work in chemicals and pharmaceutical industry is automated, thus scope for
employment generation is limited
 ITI trades from which hiring is done are: Attendant Operator in Chemical Plant (AOCP), MMCP,
boiler attendant and wireman
faced by the sector in the district:
Table 280: Skill gaps in Chemicals and Pharmaceuticals Sector

Job role Skill gaps
Production Manager  Lack of management skills
480
Job role Skill gaps
 Inadequate team management skills

 In sufficient conflict resolution skills
 Lack of planning skills
Supervisor/operators  Lack of current good manufacturing practices skills

 Inadequate communication skills
 Lack of safety methods skills
 Inadequate knowledge of quality management
 Lack of motivation skills
 In-sufficient knowledge of chemicals and compounds
 Lack of knowledge of hygienic practices.
4.2. Other Manufacturing-(Plastic products, Packaging products and Fabrication etc)
Samba district also has many types of other manufacturing industries. Some of these include
manufacture of plastic products, packaging products, and fabrication etc.While most of them don’t have
any employment generation or expansion plans in the next few years, they have reported shortage of
skilled manpower in some of the key functions like mechanics, plumbers, electricians, masons, welders,
metallurgy (diploma / engineer) etc.
The other manufacturing units in the district are able to source qualified personnel at the level of
assistant manager or above. These units face fewer skill gaps in the supervisor and operator/worker
level.
Job Role Skill gaps

Supervisors/Operators  Lack of understanding of latest technology in the production
process
 Lack of understanding of maintenance procedures for various
machines
 Lack of soft skills like communication skills, leadership skills,
team work, etc
 Inadequate understanding of best practices of technology
5. Recommendations
Recommendations for Samba district focus on the sectors of chemicals and pharmaceuticals sector and
other manufacturing. Some of these sectors will have recommendations for the private sector, which
will directly translate, to skills being developed and the others will need Government intervention to
481
facilitate improvements. Recommendations for Samba district for the government, industry, private
training players and NSDC.
5.1 Government
 Chemicals and Pharmaceuticals
Focus on introducing courses related to Pharmaceuticals and chemicals manufacturing in collaboration
with industry players.
 Other manufacturing
Government training institutes ITI and polytechnics should focus on updating their courses according
to current industry requirements in collaboration with other industry players.
5.2 Industry
 Industry players can coordinate with private training players for short term training workshops
for developing, quality standards, safety management skills, soft skills and team management
for chemicals and pharmaceuticals workforce.
 Collaborate with district training institutes like Government and private ITI’s and polytechnics
for placement of youth within the district. In addition to these industries players can also
coordinate with training institutes for updating course content.

Table 282: Recommendation for Private Training Providers in the form of courses in which training can
be imparted
Supervisor/Operator  Current good manufacturing practices
 Quality standards
 Hygienic Practices
 Safety Practices
 Team Management
 Soft skills
5.4 NSDC
 Chemicals and Pharmaceuticals sector
 Other manufacturing (Plastic products, Packaging products and Fabrication etc)
482
8.20. Shopian
1. Introduction
District Shopianis located in the South and South-West extremity of Kashmir valley on the ancient
imperial route commonly known as Mughal Road which connects Lahore and Srinagar. Currently
operational, Mughal Road links district Shopian with the districts of Rajouri and Poonch. One of the eight
newly created districts of the state, district Shopian was carved out of earstwhile district Pulwama in
2007. This district is bounded by Pulwama district in the North, Budgam district on the North-West,
Kulgam district in the East, Rajouri district on its South and Poonch on the South-West. District
headquarter is town Shopian which is situated at a distance of about 60 kms from Srinagar.
The district lies in the laps of foothills of Pir Panjal mountain range and most of its area is hilly terrain. So
it has been designated as a Hill District. Climatically the district remains under moderate cold
throughout the year except the peak season of summer. It experiences severe cold in winters due to the
heavy snowfall.
Table 283: Comparison of Shopian district with Jammu and Kashmir – Key Indicators
Indicator Year Shopian Jammu and Kashmir
Area, in sq.km. 2011 312 222,236
No. of households 2011 44411 1,559,544
2.1. Demography
As per Census 2011, Shopian district has a population of 265,960–about 2.1 per cent of the State
population. The district’s literacy rate is 62.49 per cent, which is lower than the state average of 68 per
centand also the All-India average of 74 per cent. Male literacy at 71.86 per cent is significantly higher

Jammu and
Indicator Year Shopian
Kashmir
Population, No. 2011 265,960 12,548,926
483
Jammu and
Indicator Year Shopian
Kashmir
2001 6.15% 24.8%
population, %
SC population, % 2011 0.00 7.5%
ST population, % 2011 8.20% 10.90%
Literacy rate, % 2011 62.49% 68.74%
Main workers, No. 2011 54703 2,608,668
Marginal workers, No. 2011 33018 1,145,147
2001 N/A 56%
total population, %
As per census 2011, the district has a total workforce of 87721 persons. Of this, 54 per cent are
2.2. Economy
district. Of the total reporting area of 36834Hectares in 2011-12, 53.11 percent was Net area sown.
Most of the area is single cropped as the area sown more than once is only22 percent of the gross area
sown. Average holding size works out as 0.64 Hectares against 0.83 Hectares of the State. Around 73
percent of gross cropped area receives irrigation while remaining area is dependent on rainfall.
Irrigation is provided mostly by canals. Paddy, Maize, fruits, vegetables, Pulses, Oil seeds and Fodder are
the main crops in the district. In 2011-12, there were 17 agricultural societies with membership of
21278. Following are the details of crops grown in the district:-
Table 285: Crops grown in Shopian district in 2011-12

Crop Area covered (in Hect.) Production in Qlt. / 000 Tons
Paddy 800 3.20
Maize 4762 95240 Qtls
Pulses 1700 17000 Qtls
Oil Seeds 2000 24000 Qtls
Source: District at a glance Shopian
484
Horticulture has assumed great importance in the district Shopian and provides livelihood directly and
indirectly to more than 80 percent of the population. As per 2011-12 data, district had 30415 fruit
growers, 450 fruit traders and 86 spot shops along with one fruit mandi and nine FGCM societies.
Shopian district produced 241232 M. Tons of fresh and 9863 dry fruits in the same period. Main fruits of
the district are apple and walnut while pear, cherry and almond are also grown in small amounts. In
order to improve the production, district horticulture department is providing training on
 Scientific Orchid management
 Pest control and Disease management
 Grading and Packaging on scientific lines
 Soil testing and management
 Leaf analysis
As per the information provided by the Chief Horticulture Officer Shopian,Horticulture added 465 crores
to GDDP in 2012-13 and expected to contribute 500 crores in 2013-14.
Livestock rearing is another important occupation for village folk in general and the migratory
population in particular. The total livestock population as per Statistical Handbook Shopian 2011-12 is 2
lakh numbers and that of poultry is 3.65 lakh birds. With the help of artificial insemination district
animal husbandry department is converting the local livestock into high yielding population. Because of
this annual production of milk, egg, wool and mutton in the district has increased over the years.
Floriculture and Sericulture are other important vocations under primary sector in the district. However
these two vocations are at nascent stages.
Besides this, because of abundant water resources, Fisheries are not only generating revenue but also
provides employment to large chunk of population who are involved in catching and marketing fish.
Industry:
As per Statistical Handbook Shopian, there are a total of 109 registered industrial units (tiny and small
only), employing 439 persons. The district does not have any large or medium scale industries. Among
485
tiny and small scale, the predominant industry types are of metal products, non-metallic mineral
products and wood products. The district has one industrial area Gagran Shopian with an acquired land
of 6.3 hectare, all of which has been developed.
Services: The service sector in the district is not very well developed. As per Ministry of MSME,
Government of India, the potential areas for service sector in the district include servicing of goods,
automobiles and electrical items.
As of 2011-12, Shopian district had 372 primary schools, 182 middle schools and 71 high / higher
secondary schools.
Table 286: School education infrastructure in Shopian district, as of 2012-13

Primary Middle High / Higher Secondary
Total 372 22712 182 15530 80 22000
For higher education, the district has one general degree college, one Private B.Ed college and around 7
private computer teaching institutes as well. The general college in the district offers the following
courses:
Table 287: Streams available with degree colleges in Shopian district
GDC Shopian Arts, Islamic Studies, En. Sc., & Sociology 1988
District also has one Industrial Training Institutes (ITI) and one polytechnic college. The district does not
have any technical college or university.
Table 288: Key ITI Indicators in Shopian District, as of 2011-12

Indicator Value
Source: Information provided by Government ITI Shopian
Details of the courses offered by ITI in the district have been tabulated below;
486
Table 289: Details of ITIs in Shopian district

Trade Intake Capacity Seats Filled as on ending
September 2013
NCVT Trades
Cutting and Sewing 21 21
Electrician 21 21
SCVT Trades
Horticulture 26 26
COPA 26 26
PPP
Motor Mechanic 20 20
Welder 12 7
Plumber 20 15
Unemployment rate:
As of December 2012, the employment exchange in Shopian district had 2568 unemployed youth
487
Figure 181: Total number of unemployed youth registered with the District Employment & Counseling Centers
14000
12000 11573
10920
10341
10000
8000
6000
4000 2568
2000
0
2009 2010 2011 2012
 Unawareness among youth about renewing their registration after every two year
December 2012, majority of the registered unemployed were matric passed at 24 per cent, followed by
graduates at 23 per cent and remaining by others. Skilled personnel such as diploma holders, ITI passed,
and degree holders were the least percentage of people registered with the employment exchange.
488
Figure 182: Percentage of unemployed youth registered with the District Employment & Counseling Centers, by level of
PUC Skilled other Middle Diploma Degree
5% than ITI 2% Holders Holders
4% 1% 1%
ITI Trained
6% Matric
24%
Post Graduates
13%
Graduates
23%
TDC
21%
In the process of identifying the growth engines for Shopian district, we held youth group discussion in
 Willingness to pursue higher education: During the interaction with students, around 30 percent of
the group showed their inclination towards higher education. Mostly wanted to pursue higher
studies in computer, IT and their trade related sectors.
 Entrepreneurial zeal: Around 35 percent girls and only 5 percent boys of the youth group were
willing to take up entrepreneurship. Others were not inclined towards starting their business
because of
Around 30 percent of the group was aware of DIC and JKEDI while they did not know DECC, RSETI
and KVI institutions existing in their district. Awareness about various central and state government
schemes / programmes to encourage entrepreneurship was lacking among students.
 Migration trends: Education and Work related migration is mostly outward. Preferred states are
northern states and metro cities.
Government ITIs in the district currently have not up-to-the-mark education and training
infrastructure to impart good training to apprentices. Students of public sector institution, in general
complained about poor availability of drinking water, irregular electrical supply, hostel, books,
489
building, around 40 percent non-operational equipments & machines and inadequate provision of
latest technology. They also complained about inadequate teachers in government ITI.66
 Demand for additional training / courses: The district’s youth is interested for Draftsman Civil, Data
entry operator, Economics, Tourism and Rural development related courses.
 Job preference: Group was of the view that unemployment rate in Shopian district is very high
because of no job offering. The foremost preference of the district youth is to work in government
sector because ofjob security, less work pressure and better pay scale. Around 15 percent of the
group was willing to join private sector. Mostly wanted to work in the district only. Preferred sectors
are IT and Horticulture.
 Awareness and usage of basic technology: Around 10 percent boys and no girl of the group had the
basic skills of computer operation. Internet is being used by 40 percent boys and 5 percent of girls.
 Aspirations of youth belonging to families of agriculturists: There was no taker in the group for
‘agriculture as a career’ option. This is labeled as very labour intensive, high cost, weather
dependent and highly uncertain sector.
 General observation: During the interaction with student group, following important observations
were made;
1. Lack of awareness about education, technical trades and market demands
2. Lack of motivation to explore something new. This is mainly because of lack of awareness
about various options to progress in future.
3. Lack of exposure to technology, market and world outside the district.
4. Student dropout rate is 50 per cent because
a. Poor quality of facilities
b. Students join other courses / colleges
c. Lack of awareness about ITI courses and its future among students
2.6. SWOT analysis
Based on the diagnostics of the Shopian district, we have prepared a SWOT (Strengths, Weaknesses,
66
Posts of Supervisor, Sr. Instructor, Sr. Assistant, Jr. Assistant and Workshop attendant are vacant as per the information
provided by the institution.
490
Figure 183: SWOT Analysis of Shopian district

(1) Agriculture and allied including

(1) Good apple production, making it horticulture and fisheries
the 'Apple Bowl'of the State (2) Food processing
(2) Heavily forested, making available (3) Travel, tourism and hospitality due to
the rich forest produce scenic beauty
(3) Rich in forests (4) Small scale service sector
opportunities
(1) Lack of industrial infrastructure (1) Situated on the India-Pakistan border

(2) Lack of higher education institutions making it highly vulnerable
(2) Shortage of economic opportunities
Weaknesses Threats
Based on our field surveys in Shopian district, employment patterns, sectoral analysis and past growth
allied industry, food processing, travel, tourism and hospitality and other small sectors (including mini
Sectors where interventions are required in Shopian district
Food Processing
Tourism
491
is likely to be generated in Shopian district. As the economy grows, employment demand in supporting
to increase at a faster rate. Sectors where skill up-gradation will be required within Shopian district are
agriculture and allied, food processing and tourism.
Table 290: Incremental Demand in Shopian district - 2012 to 2017

Skilled and
Sector
308 92 138 77
Textile 50 25 20 5
Total 13,178 8,486 2,563 2,129
492
Table 291: Incremental Demand in Shopian district - 2017 to 2022

Skilled and
Sector
346 104 156 86
Textile 62 31 25 6
Total 15,268 9,530 2,951 2,787
As of 2011-12, Shopian district has a total population of 2.65 lakh. Of this, the working-age population is
Figure 184: Human resource pipeline in Shopian district as of 2011-12
Population:
2.65 lakh
Working age
population:
1.53 lakh
Labour Force:
1.11 lakh
493
skilled labour67.
Figure 185: Human resource pipeline in Shopian district as of 2022 (projected)
Population:
3.52 lakh
Working age
population: 2.02
lakh
Labour Force:
1.44 lakh
Figure 186: Skill wise incremental demand and supply in Shopian district – 2012 to 2017
67
494
During the period 2012-22, we find that the excess supply of manpower in semi skilled and skilled levels
but there is a shortage of labour in minimally skilled category.The deficit / surplus seen here are purely
employable.
Figure 187: Skill wise incremental demand and supply in Shopian district – 2017 to 2022
495
4. Skill mapping
4.1. Agriculture and allied
Shopian district has around 94 percent population residing in rural area and 66 percent of the workforce
is involved in the field of Agriculture and allied sector. Horticulture, Animal Husbandry, Fishery,
Sericulture, Goat & Sheep rearing and Floriculture are its allied sectors. Scope of skill development and
employment generation of these sectors is being described in the following paragraphs;
 Horticulture:As mentioned earlier, Shopian district is popular for its apple production. In fact, most
of its cultivable area is devoted towards apple production. Other fruits are also grown in small
quantities. For development of horticulture, the Government has set up a fruit market at Shopian.
However, it has not realised its full potential due to lack of development of proper facilities such as
cold storage, parking slots, proper security arrangements and reliable water and electricity supply.
Catchment areas for fruits include Tukroo, Turkwangam, Pinjoora, Shopian, Memandar, Kachdoora,
Sainapora, Imamsahib, Balapora, Tranz, Hefshermal, etc.
District horticulture department is planning to introduce and promote exotic varieties of apple in
the district like Star Crism, Galamust, Molis Delicious along with encouraging the cultivation of Lal
Ambri apple. Besides this the focus is on mechanization of farming by providing tractors, tillers,
power operated sprays, irrigation pumps and tool kits to farmers.Horticulture has huge employment
generation potential in the district because of engagement of people at various levels of its value
chain. Key levels are
o Nurseries
o Plantation
o Packing
 Animal Husbandry, Goat and Sheep rearing: This sector is not only eco-friendly and has the
affordable and sustainable self employment to district population. Presence of pastures, highland
grazing area and sub alpine forest areas in the district enhances the potential for the development
of livestock in the district. District administration is promoting compound farming – farmers doing
agriculture, poultry, apiculture, sericulture and fisheries enterprises together to make it dependable
source of income for them. However this sector requires infrastructure improvement, Technical
496
reinforcement, motivating the population and adequate resources along with skill up-gradation of
stakeholders to maximize its gain.
 Agriculture:District has good agro-climatic conditions and fertile soil for agriculture. However
people are converting the land into orchards due to high revenue in horticulture. Administration is
promoting vegetables and Mushroom production in the district. Besides this there is huge potential
for medicinal plants and organic farming. Department is imparting awareness and training under
various centrally and state sponsored schemes.
 Fisheries: The district is rich in fisheries due to availability of cold water streams like Hirpora stream,
Rambiara Nallah, Romshi stream, Tongri stream etc. The upper reaches of Rambiara Nalla has been
already developed as “Hirpora Rainbow Trout Stream” which is considered one of the best Trout
Streams in Kashmir valley for providing excellent results to the anglers from all over the world. The
Tongri and Romshi streams have also been developed by way of stocking brown trout seed procured
from Dachigam Srinagar. In addition, the district is bestowed with large numbers of perennial
springs having crystal clear water which also provides a tremendous scope for the development of
cold water fisheries.
 Apiculture, Floriculture and Mushroom development: The motivation level for these potential areas
in the population is low. But given the climatic conditions these sectors can create huge
employment in the district.
sectors;
Skill gaps in agriculture and allied sector are given in the table below:
Job role Skill gaps

• Lack of knowledge of value addition
• Lack of knowledge of marketing and selling
Fishermen • Lack of awareness of the latest scientific techniques

• Lack of knowledge on storage of fish
• Lack of knowledge of feeds and supplements required
• Lack of knowledge on value addition and processing
• Lack of packaging skills
• Lack of value addition techniques
• Lack of marketing and selling techniques
497
As mentioned in the section above, the district is rich in horticulture produce as well as fisheries. Most
of this produce is currently sold or exported raw, with little value addition. Given the abundance of the
raw materials, there is potential for development of food processing in the district, especially on apple
related and fish related products. Once this potential is harnessed, the youth in the district will require
skills and thus training on food processing and value addition products.
The district has lush green forests especially in the areas like Sedow, Hirpora and Keller and is also rich in
scenic beauty. However, the tourism potential of the district has not yet been realised. The tourist spots
are yet to be developed commercially. Once developed, they will boost the tourism in the district for
economic development of the people.
Table 292: Key Tourist spots in Shopian

Ahrabal Waterfall It is a meadow with a waterfall, 8 km from Aharbal.
Mughal Road A highway of great historical importance across the Peer Panchal ranges.
Herpora Herpora is known for its scenic views.
Kousarnag The Konsarnag Lake is situated in the Pir Panjal range at a height of 4000 meters
above sea level to the south of Shopian.
Source: www.shopian.nic.in
Beauty of Shopian
Source: www.shopian.nic.in
Since tourism is not yet developed, there is no skill gaps observed in the district. Once the sector comes
up, courses can be introduced for both tourism and hospitality.
498
4.4. Others
district include:
 Electronics
 Agro based
 Cold storage plants
 Mineral water
 Food industries
 Horticulture based industry, and
 Sports goods etc.
5. Recommendations
Recommendations for Shopian district focus on the sectors of agriculture and allied, food processing,
travel, tourism and hospitality and other small scale sectors. Some of these sectors will have
5.1 Government

marketing
 Dissemination of information on trout fishing and modern and scientific methods of fishing as well
as its storage, packaging, marketing and selling
Food processing
 Conduct short term training programs on how to make value added products from apples and other
fruits that are grown in the district, such as jams, jellies, sauces, pickles etc.
 Conduct short term training programs on manufacturing value added products from fishes such as
fish chips, pickles etc.
 Training programs to also focus on entrepreneurship to make farmers and fishermen self-dependent
 Training to also focus on communication skills, English speaking, soft skills, inter-personal skills,
marketing, exporting, packaging etc.
499

 Trainings to also focus on disseminating information about Shopian having the potential of
becoming a tourism district

5.2 Industry
 Industry to collaborate (either individually or through industrial associations) with Government and
training providers in agriculture and allied sectors (especially horticulture and fisheries), food
processing, travel, tourism and hospitality and other small scale sectors

agriculture and allied sectors, especially in horticulture and fisheries. Under horticulture, the key focus
has to be on apples; while under fisheries the focus has to be on trout. The courses need to focus on the
entire value chain. New areas like fodder business and biogas production can also be explored for
training youth.
Food processing
Courses need to be held on cold storage management, Poultry farming, Dairy farming, Management of
diary societies, processing of apples and fishes. Short term courses can be held in collaboration with the
Government or industry. Training is required on all types of job roles associated with the food
processing industry, as the sector is yet to gain a stronghold in the district.

Course modules that have an indicative duration of 6-8 weeks can be organized at Shopianwhich aim at
improving the skills set of people employed across the value chain.
Table 293: Indicative Skilling required in tourism in Shopian

500

the waterfalls and valleys
Other sectors
Private training providers can also provide training in small scale sectors such as electronics servicing,
agro based industry, fabrication works, running of cold storage plants, agriculture implements / tools,
thermo / plastic ware, mineral water, food industries, horticulture based industry and sports goods etc.
5.4 NSDC
 Scope for skilling interventions in collaboration with Food Industry Capacity and Skill Initiative
Society, Agriculture Skill Council of India, Apparel, Made-ups and Home Furnishing Sector Skill
Council and Textile & Handloom Sector Skill Council and private training providers in the sectors
of Food Processing, Agriculture, Handloom and Handicraft.
501
8.21. Srinagar
1. Introduction
Srinagar is the summer capital of Jammu & Kashmir. It is situated in the centre of Kashmir Valley and is
surrounded by other districts. In the north it is flanked by Kargil and Ganderbal, in the South by
Pulwama, and in the north-west by Budgam. It comprises of two tehsils viz. Srinagar North and Srinagar
South. The river Jehlam divides both the tehsils. The district is also home to the Dal Lake – a popular
tourist destination.
The district has a special significance in the culture, political and economic development of the State. It
is the most populous district, with over 10 per cent share in the State population and also has the
highest population density.
With burgeoning construction around the district and growth of small industries, the district is making
its way to becoming also an economic center for the state. Industries established in the district today
require a skilled human resource pipeline to take the district economically forward.
Table 294: Comparison of Srinagar district with Jammu and Kashmir – Key Indicators
Indicator Year Srinagar Jammu and Kashmir
Area, in sq.km. 2011 294 222,236
No. of households 2001 168,232 1,559,544
2.1. Demography
As per Census 2011, Srinagar district has a population of 12.69 lakh – about 10.1 per cent of the State
The district’s literacy rate is 71.21 per cent, which is higher than the state average of 68 per cent, but
lower than the All-India average of 74 per cent. Male literacy at 78.01 per cent is significantly higher
502

Jammu and
Indicator Year Srinagar
Kashmir
Population, No. 2011 1,269,751 12,548,926
2001 78.7% 24.8%
population, %
ST population, % 2001 3.78% 10.90%
Literacy rate, % 2011 71.21% 68.74%
Main workers, No. 2001 330,195 2,608,668
2001 63% 56%
total population, %
As per Census 2001, the district has a total workforce of about 3.85 lakh persons. Of this, about eight per
cent are cultivators, five per cent are agricultural labourers, 13 per cent are workers in household
industry and the majority at 74 per cent are other workers.
2.2. Economy
As of 2012-13, the district has an estimated GDDP at current prices of Rs.10,185 crore (IMaCS
estimates). The GDDP at constant prices is estimated to have increased at 12 per cent per annum. The
estimated per capita income for the same period is Rs.78,364 per person per annum.
503
Figure 188: Estimated GDDP of Srinagar district, at current prices, in Rs. Crore
12,000
10,185
10,000 8,828
7,624
8,000
6,474
6,000
4,000
2,000
-
2009-10 2010-11 2011-12 2012-13
Source: IMaCS estimates
Agriculture: Srinagar is a non-agrarian district, with just about 13 per cent of the total district workers
engaged in agriculture and allied activities. Key crops grown in the district are vegetables, paddy, maize,
pulses etc. As per 2007 livestock census, the district is home to 75,000 cows and 25,400 goats. A key
fact about the agriculture in Srinagar district is that the area under paddy is also being converted into
vegetable production. Vegetables are grown over an area of more than 2,500 hectares of land and the
cropping intensity of the district is more than 200 per cent. Paddy and Maize crops are grown over an
area of about 3,400 hectares and 450 hectares respectively. Pulses are grown over an area of 100
hectares during Kharif season68.
Horticulture is also an opportunity that can be exploited in the district. As of 2011-12, 7,341 hectares of
land was under fruit cultivation69. As of 2012-13, apple was the main fresh fruit that was cultivated in an
area of 3,089 hectares followed by cherry at 1,254 hectares. Almond was the key dry fruit cultivated in
about 909 hectares70.
Industry: The district has a total of 5,829 industrial units. Of these, 4,701 are registered units. There are
no large scale industrial units. However, three medium scale units exist, which employ about a 1,000
persons. Remaining are small scale units, employing about 22,022 persons. Most of these are employed
in manufacture of wood and wood based furniture, repairing & servicing, ready-made garments and
steel fabrication. Key exportable units manufactured in the district are woollen shawls, raw silk and silk
fabric. There is also a wooden cluster at Srinagar, identified by the Department of MSME.
The district has five industrial estates, located at BAMK, Khunmoh, Zakura, Zainkote and Shalteng. These
have a 2,928.17 hectare of land acquired, all of which has been developed.
68
Source: Department of Agriculture, Kashmir
69
Source: Statistical Handbook of Srinagar – 2011-12
70
Source: Horticulture Department, Srinagar
504
Services: The service sector in the district is mainly concentrated around tourism and hospitality (hotel,
house boat, restaurants, radio taxis, adventure tourism, health spa etc.).
As of 2010-11, Srinagar district had 276 primary schools, 404 middle schools and 318 high schools. For
higher education, Srinagar has two universities, six general degree colleges, one B.Ed. college, one NIT,
two polytechnics and three Industrial Training Institutes (ITI).
Table 296: School education infrastructure in Srinagar district, as of 2010-11

Primary Middle High
Total 276 n/a 404 n/a 318 n/a
For higher education, the district has 12 colleges for general education. The 12 general colleges in the
Table 297: Streams available with degree colleges in Srinagar district
Name of Streams Available PG Courses Year of
College Establishment
S.P. College Science, Bio-Chemistry, IT, B. Sc-IT, Bio- Environmental Science 1905
Tech. and Water
Management, Zoology,
Chemistry
A.S. College Arts, Science, BCA, Comp. Appl. Geography 1942
Functional English, Sts, Env. Sc., Tourism
& Commerce
COE Srinagar B. Ed, & Comp. Appl. M. Ed. 1948
Women College Science, Arts, Industrial Chemistry, English & Home Science 1950
Home Science Bio-Chemistry Bio-
Technology, BCA & Env. Sc.
Women College Arts, Science, Commerce, Tourism, Envr. - 1962
Nawakadal Sc. & BBA
GDC Bemina Arts, Science, Commerce Functional Eng, Commerce 1972

Sociology, Islamia Studies, BCA, Ind.
Chem., Bio-Chem., EN. Sc. Bio Tech, Sts,
Food Sc. Tech & Mass Communication
W. C. Srinagar Home Science & English - 2008
GDC Bagi N/A - 2011
Dilawar Khan
505
Based on the date of establishment, we can conclude that in the recently opened colleges are focusing
on building service oriented skills.
As of 2011-12, the district six government institutes for general education and three private colleges. In
addition, Srinagar also is home to the Kashmir University campus, Government Medical College, Kashmir
Government Polytechnic, amongst others.
The district has two ITI and two polytechnic (for technical education) as well.
Table 298: Key ITI Indicators in Srinagar District, as of 2011-12

Indicator Value
Table 299: Details of Govt. ITIs for Srinagar district

Duration (in Inta No. of Seating
Name of ITI Trade Years) ke Units Capacity
Instrument Mech. 2 21 1 21
Turner 2 16 1 16
Machinist 2 32 2 64
Calligraphy & Graphic Designing 2 26 1 26
Plumber 1 21 1 21
Computer Operator & Programming
Assistant 1 26 1 26
ITI Srinagar IT & ESM 2 21 1 21
Broad Based Basic Training BBBT 1 126 6 756
Digital Photographer 2 21 1 21
A/C and Refrigeration 2 21 1 21
Draftsman(Mechanical) 2 21 1 21
Health and Sanitary Inspector 1 26 1 26
Tourist Guide 6 months 42 1 42
Corporate House Keeping 6 months 52 1 52
Floriculture & Landscaping 6 months 42 1 42
Computer Languages 6 months 52 1 52
Computer Aided Embroidery 6 months 52 1 52
506
Duration (in Inta No. of Seating

Name of ITI Trade Years) ke Units Capacity
Front Office Assistant 6 months 42 1 42
Total 1726
Computer Operator & Programming
Assistant 2 26 1 26
Women’s ITI
Srinagar
Front Office Assistant 6 months 42 1 42
Data Entry Operator 6 months 42 1 42
Plumber 1 21 1 21
Total 278
In addition to above, there are also several private training centres in the district. Some of the institutes
registered with the Directorate of Technical Education include Kawa Vocational Training Centre,
Morning Star Vocational Training Institute, National Institute of Software Technology, Swift Information
Technology, Tulip Computers, Owais Institute of Computer Education, SBS Infosystems, MIPS
Technologies, Information Computer Institute, Zinul-Abi-Deen Computer, and International Institute of
Information Technology. While most of them offer courses related to information and communication
technology, some of them also offer courses such as marketing, finance, hospitality, material
management, banking & accounting, etc.
Unemployment rate:
As of December 2012, the employment exchange in Srinagar district had 69,815 unemployed youth
registered with it. This brings the district’s unemployment rate to about 13 per cent (number of
registration with the employment exchange is a voluntary process and is not mandatory.
Reasons of unemployment any reasons from industry:

 The students not possessing the market requisite skill set

 Skilled workforce preferring to migrate out of the district looking for opportunities
507
 Preference for Government jobs only, for which vacancies are far and few
 Preference for white collar jobs mostly, which are not available in plenty
Centre
80,000 67,382 69,815
60,000
39,141
40,000
20,000
3,420
-
2008-09 2009-10 2010-11 2011-12
from 2009 and 2012. This was due to the introduction of Voluntary Services Allowance (VSA) scheme in
themselves with the employment exchange.
graduates at 25 per cent. Skilled other than ITI and illiterates were the least percentage of people
registered with the employment exchange.
508
Skilled other than ITI Trained Illiterate Middle
ITI 3% 2% 6%
Degree Holders
1%
4%
Diploma
Holders Matric
Post Graduates
6% 12%
6%
PUC
7%
Graduates
25%
TDC
28%
In the process of identifying the growth engines for the Srinagar district, we held youth group discussion
Youth Aspirations
Sector Interests
High Low
Banking, financial services
and insurance Construction
High
Trade, hotels and
Employment
restaurants
Potential
Agriculture
Low Other manufacturing Handicraft and
Handloom
 Preference towards job:

o Prefer work in while collared jobs, especially in IT and ITeS sectors
o There is a marked preference towards jobs that offer exciting compensation for the youth
o Some youth also prefer to wait for government jobs as they have a perception of security
associated with it
509
 Migration trends: Of the total youth surveyed, majority of the youth want to migrate from
Srinagarto the metro cities like Mumbai and Delhi NCR for better salary and more technical
exposure. In fact, the youth who had MBA were open to relocating anywhere in the country
 Salary expectations: The salary expectation of the youth was proportional to the degree they
possess. MBA grads preferred atleast 30,000 per month to start with
 Entrepreneurial zeal: Not many youth leaned towards starting their own venture, immediately. In
fact, some of the youth said that at a later point in their career they might explore
entrepreneurship.
 Willingness to pursue higher education: Of the total students surveyed, about 60 per cent were
desirous of pursuing higher education. They believe that degree increases their salary and job
prospects.
 Demand for additional courses: Majority of the youth wanted to pursue additional certificate
courses to enhance their profile
 Demand for soft skills: Majority of the youth wanted to courses that improved their
communication, personality and presentation
2.6. SWOT analysis
Based on the diagnostics of the Srinagar district, we have prepared a SWOT (Strengths, Weaknesses,
510
Figure 191: SWOT Analysis of Srinagar district
(1) Natural beauty of hills, mountains, (1) Trade, hotels and restaurants
and lakes making it an attractive tourist
(2) Food processing
attraction
(3) Banking, Financial services and
(2) Presence of medium scale industrial
Insurance
units
(4)Building, Construction and Real Estate
(3) Presence of airport - ensuring
connectivity (5)Handicraft and Handloom
(6)Other Manufacturing
(1) Youth prefer to migrate

(2) The inability of the workforce to (1) Skilled work force leaning towards
demonstrate professionalism white collared jobs and government jobs
(3) Need for marketing drive - especially (2) The political scenario of the district
in food processing and handloom and and the district capital unable to attract
handicrafts large industries consistently
Weaknesses Threats
Based on our field surveys in Srinagar district, employment patterns, sectoral analysis and past growth
Agriculture and allied, Travel, tourism and Hospitality, BFSI, Building Construction and Real estate, Food
processing, Handicraft and Handloom and Other manufacturing.
511
Sectors where interventions are required in Srinagar

Food processing
Banking, Financial services and Insurance
Other Manufacturing
identified. We estimate that between 2012 and 2022, an incremental demand for about 1.21 lakh
persons is likely to be generated in Srinagar district. As the economy grows, employment demand in
also expected to increase at a faster rate. Sectors that are unique to Srinagar and where skill up-
gradation will be required within the district are Agriculture and allied (especially horticulture), Travel,
tourism and Hospitality, BFSI, Building Construction and Real estate, Food processing, Handicraft and
31,489 jobs by 2017 to 2022. Similarly, from 2012 to 2017, the secondary sector (inclusive of
construction, food processing, chemicals and fabrication etc) will generate about 15,777 jobs. The total
incremental demand during 2012 to 2017 is projected to 51,497 with majority in the minimally skilled
category.
Incremental Demand in Srinagar - 2012 to 2017

Incremental Demand - 2012-17
Sectors Total Minimally Semi Skilled
skilled skilled
Trade, hotels and restaurants 11,737 7,629 2,934 1,174
Handicrafts and handlooms 5,833 1,750 2,916 1,167
Education 1,994 - 40 1,954
Construction 2,280 1,914 246 119
Auto servicing 1,443 1,010 289 144
Unorganized (computer technician, mobile phone 1,431 429 644 358
512

skilled skilled
Chemicals and pharmaceuticals 1,300 650 455 195
Textile 497 248 199 50
Total incremental demand 51,497 25,383 14,242 11,872
based.
40,401 jobs by 2018 to 2022. Similarly, from 2018 to 2022, the secondary sector (inclusive of
construction, food processing, chemicals and fabrication etc) will generate about 23,030 jobs. The total
incremental demand during 2018 to 2022 is projected to 69,658 with majority in the minimally skilled
category.
Incremental Demand in Srinagar - 2018 to 2022
skilled skilled
Trade, hotels and restaurants 15,083 9,804 3,771 1,508
Other manufacturing 9,970 4,985 3,489 1,495
Handicrafts and handlooms 6,212 1,864 3,106 1,242
Education 2,241 - 45 2,196
Construction 2,363 1,984 255 123
Auto servicing 2,070 1,449 414 207
Healthcare 2,137 214 214 1,710
technician, TV technician) 1,609 483 724 402
Chemicals and pharmaceuticals 1,935 967 677 290
Gems and jewellery 1,808 1,067 380 362
Textile 621 311 249 62
Total incremental demand 69,658 33,414 19,375 16,868
based.
513
As of 2011-12, Srinagar district has a total population of 12.99 lakh persons. Of this, the working-age
Human resource pipeline in Srinagar district as of 2011-12

Populatio
n: 12.99
lakh
Working
age
population:
8.18 lakh
Labour
Force: 5.32
lakh
1.27 lakh persons. Of this, the majority of the labour force at 43.0 per cent is estimated to be minimally
skilled labour71.
Human resource pipeline in Srinagar district as of 2022 (projected)
Population:
16.40 lakh
Working age
population:
10.33 lakh
Labour Force:
6.72 lakh
71
514
Skill wise incremental demand and supply in Srinagar district – 2012 to 2017

During the period 2012-17, we find that the surplus supply of manpower in all the three categories.
However, in the next time period we find that in the minimally skilled category there is deficit supply.
This is primarily due to the population moving to the skilled and semi skilled categories through skilling
and up-skilling that is anticipated to happen. The fact that demand is getting generated shows that the
sectors require people with the appropriate skills.
Skill wise incremental demand and supply in Srinagar district – 2017 to 2022
515
4. Skill mapping
4.1. Trade, hotels and restaurants
Srinagar is known for its scenic beauty with several tourist locations that have made it earn the moniker
– Venice of the East. Some of the notable spots in Srinagar are:
Table 300: Key Tourists spots in Srinagar

Dhal Lake Lake located in heart of Srinagar, known for its Shikaras and the 4 Chinars.
Houseboats are also frequented by tourists
Mughal Gardens Laid by the Mughal emperors, this garden is known for its beauty
Chashma Shahi Called as Royal Spring and present in the Mughal Gardens
Pari Mahal Called as the Palace of Fairies – this architecture attracts tourists for its beauty
In addition to the locations, Srinagar also is usually the hub for tourists who venture to Pahalgam and
Gulmarg. Also, the unique Kashmiri cuisine famed for its non-vegetarian dishes attracts the tourists. So,
the hotels and restaurant sector is of tantamount importance.
The tourists who arrive also spend the disposable income in purchase of local crafts that has also
boosted the trade in the district.
faced by the sector in the district, across key job roles:
516
Table 301: Skill gaps in Trade, Hotel and restaurant sector

Job role Skill gaps
Front Desk Manager

 Inadequate computer skills
 Inadequate communication skills –especially with foreign
tourists
 Inability to process bills and other formalities quickly
Housekeeping Executive  Less communication skills

 Inability to solve the routine issues faced by boarders
 Lack professionalism in customer interface
Tour operators / guides  Lack of communication skills

 Inadequate knowledge to meet customer expectations
 Inadequate customer relationship management
 Lack of knowledge of historical aspects of tourist places
 Lack of knowledge of route planning and optimization
Srinagar has immense potential in food processing – especially fruit based. The district, as of 2010-11,
produced 37,131 metric tonnes of fresh fruits and 2,257 metric tonnes of dry fruit. The commercial
processing of these, however, is negligible. The fruits, especially apples, typically classified as grades A, B
and C, depending on the quality, find their way to the local markets and perish most times due to
fluctuating demand.
Thus, the commercial exploitation of these fruits would pave the way for utilizing them well. In fact, FIL
Industries in Srinagar has become an example in the sphere of apple processing.
The food processing units in the district are finding it challenging to source employees at supervisor
levels. And for the employees hired at operator level, on the job training is given.
Table 302: Skill gaps in Food processing Sector
Job Role Skill gaps

Supervisors/operators  Inadequate knowledge of hygiene and standard practices used in
food processing – especially for small entrepreneurs
 Difficulty in value addition
Operators  Lack of knowledge of machine maintenance
 Lack of knowledge of material handling and safety norms
 Students from ITI and polytechnics lack practical exposure
517
Job Role Skill gaps

according to industry requirements
4.3. Banking, Financial Services and Insurance
Being the summer capital, Srinagar is the nerve center of J&K economy along with Jammu. Thus, BFSI
sector acts as a support mechanism in the district to aid the overall economic progress of the state as
well as the district. The district is home to the headquarters of J&K Bank and several banks like HDFC,
ICICI are opening more of their branches in Srinagar. As of 2010, the district had total deposits of Rs.
916,300 lakh and advances of Rs. 487,500 lakh contributing to about 29 per cent of the state’s business.
Table 303: Skill gaps in Retail Banking Sector in Srinagar district
Job Role Skill gaps

Executive Sales ,  Limited selling skills, especially cross selling and up selling
Field Executive Sales  Lack of communication skills
Executive Operations  Difficulty in making reports

 Insufficient Understanding of banking process
Banking Manager  Challenges in HR management
 Interpersonal relationship management skills need to be
developed
Insurance is another segment where employment is generated. Awareness and importance on insurance
has increased among the public. The changing lifestyle and heightened marketing has given an impetus
to the insurance segment.
518
Table 304: Skill gaps in Insurance Sector in Srinagar district
Job Role Skill gaps

Marketing Manager  Limited understanding of competitor analysis
 Lack in evaluation of field agents
 Training and motivation of insurance agents
Advisor/Agent  In depth knowledge in structuring the projects
 Inadequate financial planning skills
 Cross selling skills
4.4. Building, Construction and Real Estate
This sector is making inroads in Srinagar primarily due to it being the state capital. The enhanced
construction activity is both due to rising roads and bridges being constructed as well as the commercial
spaces being constructed in the city.
Specifically, the Srinagar – Banihal road extension has resulted in the requirement of skilled personnel
locally for its completion.
Though opportunities are growing in the sector, the skilled youth do not prefer to work in this sector.
This has lead to skill gap – both in number as well as skill set.
Thus, there is need to not only build qualitative skills but also motivate the skilled youth to take to the
sector.
Table 305: Skill gaps in Building, Construction industry and Real estate sector in Srinagar district
Job Role Skill gaps

Site Engineer/ Supervisor  Less personnel available for this job role in Srinagar district
 Inadequate safety management techniques
 Lack of awareness of relevant contemporary issues
 Inadequate knowledge of costing and cost overrun
implications
 Inadequate day to day project planning skills
 Lack of knowledge to apply professional judgment, balancing
issues of costs, benefits, time, quality etc
Skilled workmen  Skilled youth in these trades prefer to not work in this sector
(Plumber, Electrician, Mason, leading to person gap
Bar Bender, Carpenter, Painter –  Lack of understanding of managing resources properly
Formally educated/ Experienced)  Lack of self motivation and enthusiasms
 Lack of coordination skills to work with other trades
Un skilled Worker (Helpers)  Lack of safety skills
519
Job Role Skill gaps

 Inadequate knowledge of working schedule
 Lack of discipline skills
Srinagar is the hub for Kashmiri Handicrafts and Handlooms. The district serves as the nodal center for
artisans and also serves as the marketing hub. The district is famed for its carpets, papier Mache,
namdas, basketry, walnut furnishings, silk-based clothing, crewel, costume jewellery among others. The
Kashmiri handicrafts and handlooms are famed for their intricate beauty and vibrant colours.
Carpet and Paper Mache
The handicrafts activities are best suited to the state as these activities are more labour intensive and
less capital intensive in nature, therefore having scope for employment generation opportunities at
large scale.
Also, being a traditional skill, the locals already possess certain degree of knowledge on these skills.
Thus, it remains a question of up-skilling the workforce and thereby rejuvenating the sector.
Table 306: Skill gaps in Handicraft and Handloom in Srinagar district
Job Role Skill gaps

Artisans  Inadequate understanding of modern designs to tap current
market
 Lacks in marketing and advertising skills
 Lack of knowledge of using raw material in a creative way
 Lack of knowledge of current market trends
520
Job Role Skill gaps

 Inability to reduce lead time in production
 Inability to interface with the market and build supplier
relationships
4.6. Other Manufacturing –( Plastic Products, metal based and mineral based, etc)
In addition to the above sectors, Srinagar is home to several units in plastic manufacturing, metal based
and engineering. In fact, the district has 86 units involved in plastic manufacturing, 332 metal based
units and 129 mineral based units72. While most of them don’t have any employment generation or
expansion plans in the next few years, they have reported shortage of skilled manpower in some of the
key functions like mechanics, plumbers, electricians, masons, welders, etc.
Table 307: Skill gaps in Other Manufacturing Sector in Srinagar district
Job Role Skill gaps

/Operators  Inability to transfer the theoretical knowledge to practical
use on the shop floor
 Lack the work culture to put in required hours of work,
without absenteeism
 Inability to work safely and follow established work
procedures
requirement
Supervisors  Lack of knowledge on modern shop floor management
techniques like JIT, etc
 Inability to manage the workers
 Lack of knowledge to expand the business
5. Recommendations
Recommendations for Srinagar district focus on the sectors of Trade, hotels and restaurants, Food
processing, Banking, Financial services and Insurance, Building, Construction and Real Estate, Handicraft
and Handloom and Other Manufacturing. Some of these sectors will have recommendations for the
72
Source: MSME
521
The skilling initiatives proposed will involve both skilling across market relevant skills as well as up-
skilling for established human resources.
5.1 Government
Though the government ITI and polytechnics run courses, the market feedback are that these courses
need to be updated which reflect market trends. Also, practical exposure needs to be increased for
these courses. Some of the indicative topics/modules that these courses can incorporate are:
 Language training – especially English
 IT skills
 Route optimization skills
 Customer empathy
 Grooming and soft skills
As outlined in the diagnostics, the core challenge in this sector is to convince the skilled youth that this
sector is viable and opportunities are there. Some of the interventions that can be done by the
government are:
 As part of the course a skill career graph is explained to the youth, that clearly shows that
working in this sector does have benefits – both in the form of career growth as well as skill
growth
 Enhance the practical component that introduces the students to the rigour of the sector,
thereby making them oriented with the reality of the sector

This sector, which banks upon traditional skill set needs to be up-skilled and also modernized. Taking a
cue from the work of the Indian Institute of Carpet Technology (IICT) located in Srinagar district, other
training institutes can also aim for the same.
The IICT focuses on the carpet sub sector. With research that spanned for about five years, the IICT has
made the following amelioration in the same:
 Introduction of locally developed carpet design software, called Modern Technique, to generate
Talims. This has reduced the lead time in talim generation tremendously, thereby speeding up
the process
 Introduction of the Modern Carpet Loom – that is ergonomic as well as makes the artisans work
more comfortable.
 Undertaking skilling and entrepreneurship programme – where four month courses on Certificate
Course in Carpet Manufacturing and Diploma in Carpet Technology and Entrepreneurship
Development have been introduced
This sort of intervention, aided by the Central and State governments, have lead to the up-skilling as
well as rejuvenation of the sector. This model could be replicated for the other sub-sectors to ensure a
similar response.
522
5.2 Industry
Food processing
Srinagar district has immense potential to commercially exploit the fruits. As of now, there are very few
established players in the field. The industry must work together to aid in skilling to build the human
resource pipeline.
 Industry players can assist in training of workforce in collaboration with private training
providers to meet their skill requirements
 Industry players can collaborate with sector skills council (SSC) for training needs and training
certification.
The role of the industry in this sector would be to recognize the informally gleaned skills of the people
and also aid the government in propagating the career path for the human resources.
Also, the industry can open its doors for the practical exposure for the students.
Other manufacturing
The main feature of the industries that come under this sector is that they operate in a cluster fashion
i.e. the majority of them exist within designated industrial areas/zones and typically tend to draw their
labor from the local resources.
The key intervention from the industries within this sector would be to aid the private player and the
government by offering internship opportunities within the clusters. This approach to working within
clusters will help the growth of the local talent as well as up-skilling of the existing work force.

BFSI sectors interventions for the industry are the following:
 On the job training initiatives that focus on up-skilling
 Collaborate with private training providers to give internships

The capacity building is required across the value chain, based on the key functional roles. The training
centers can have a hub and spoke model, with Srinagar city as the hub. Some of the indicative modules
that can be taught are:

Tourist guide/operator  Communication skills – especially English to be effective woth
foreign tourists
 Route optimization – especially in the Srinagar, Pahalgam,
Gulmarg zones
 Grooming techniques
523

Front office personnel  Basic computer courses
 Courses to solve basic problems
Managers  Marketing skills
 Branding skills for building hotel visibility
 Customer relationship management
 Promotional offers formulation skills
Food processing
The skills that need to be built for food processing range from building awareness about the sector to
the value addition that needs to be done for the products. The indicative modules are:
Skill bucket Indicative modules

Sector awareness  Hygiene and protection skills
 Orientation to line production
 Food Safety
 Quality control and Quality assurance
Value addition  Formulation skills
 Skills to enhance shelf life
Management  Marketing skills
 Branding skills
 Productivity improvement skills

The interventions required across this sector also vary based on the job role. The indicative modules
that can be given are:

Operators/workmen  Industrial discipline modules
 Motivation modules
 Welding skills
 Bar bending skills
 Masonry skills
Supervisors  Cost management
 Understanding the risk associated with the project
 Planning and estimation (cost and materials)
 Managerial ability
 Inter personal relationship
 Knowledge on safety norms
524

The skills that aid in sales and marketing need to be built in the sector. Also, skills that aid in customer
management and soft skills also need to be built. Some of the modules that can be offered are:
 Marketing skill set – customer targeting, sales closure, etc
 IT skills related to banking
 Customer relationship management
 Training in various products
 Course on the banking norms
 Basics on Banking, Insurance and Finance
 Accounts and Finance

The skilling initiatives for this sector lean towards up-skilling as well as making the products more
market driven. Some of the indicative modules that can be offered to the artisans are:
Artisan – master  Advanced designs – with IT aid
 Skills to interface with market
 Skills on lean production techniques
 Skills to brand the products – especially for namdas, papier
mache, etc
 Skills on value addition – especially in basketry, walnut based
products
 Costing techniques
Supervisors  Design basics
 Colour and finishing skills
 Motivation modules
 Creative use of raw material
 Basic marketing and branding skills
5.4 NSDC
 Trade, hotels and restaurants: NSDC can assist in offering training modules in above mentioned
courses in collaboration with industry players and private training providers.
- Can develop training guidelines
 Banking, Financial Services and Insurance: NSDC can assist in certification and training support
through its sector skill council (SSC) and can also assist the private training institutes offering
525
courses related to BFSI sector, register them with BFSI SSC and ensure the standards set are
followed.
 Building, Construction and Real Estate: NSDC can play an important role by assisting private
training providers in making training modules of above mentioned courses.
above mentioned courses in the region.
 Other Manufacturing: NSDC can also take active part by assisting private training providers
through their sector councils by offering training modules.
526
8.22. Udhampur
1. Introduction
Udhampur district is situated in southern part of the Jammu and Kashmir state. Udhampur town is the
headquarters of this district. Udhampur is bounded by Doda district from East, Kathua district from
South and South-East, Samba district from South-West, Jammu district from West, Reasi district from
North West and Ramban District from North. It is the second-largest city of the Jammu region and the
fourth-largest city in the state of Jammu and Kashmir.
It is sub-divided into four tehsils and seven blocks namely Udhampur, Ramnagar, Chenani, Majalta,
Panchari, Ghordi and Dudu Basant Garh and has 357 villages. The urban areas constitute about 19.5 per
cent of population and about 80.5 per cent lives in the rural areas. It has a total land area of 2,380
square kilometers.
The district is blessed with abundant natural beauty and picturesque spots which translates into tourism
potential. However, most of the spots in the district like Patnitop, Sanasar and Natha Top etc. are yet to
be equipped with adequate infrastructure to tap the tourism potential.
The district Udhampur is rich in forest wealth. The total forest area of the district is 52.1 per cent of
geographical area. The Udhampur forests are a good source of timber, firewood, raisin, pomegranate
seeds and mushrooms.
The economy of the Udhampur district is primarily agrarian employing 51.1 per cent of the labour force
(as of Census 2011). The remaining is in household industry at 1.1 per cent and other workers73 at 47.9
per cent. Udhampur district has rich potential in agriculture, horticulture, sericulture, animal husbandry,
fisheries, mushroom, raisin, pomegranate seeds and handicrafts and handlooms. Agriculture is mainly
dominated by cultivation of maize, wheat, and paddy. The main horticulture crops are apple, walnut,
peanut, raisin, stone fruits, apricot, mango and olive.
Table 308: Comparison of Udhampur district with Jammu and Kashmir – Key Indicators
Indicator Year Udhampur Jammu and Kashmir
Area, in sq.km. 2011 2,380 222,236
No. of households 2011 99,240 1,559,544
Udhampur Statistical Handbook 2011-2012
73
Workers'.
2
527
2.1. Demography
As per Census 2011, Udhampur district has a population of 555,357 – about 4.4 per cent of the State
The district’s literacy rate is 69.90 per cent, which is higher than the state average of 68 per cent and
lower than the All-India average of 74 per cent. Male literacy at 79.93 per cent is significantly much

Jammu and
Indicator Year Udhampur
Kashmir
Population, No. 2011 555,357 12,541,302
2011 19.5% 24.8%
population, %
SC population, % 2011 25.0 % 7.5%
ST population, % 2011 10.1% 10.90%
Literacy rate, % 2011 69.9% 69.7%
Main workers, No. 2011 152,442 2,608,668
2001 56.3% 56%
total population, %
528
2.2. Economy
As of 2012-13, the district has an estimated GDDP at current prices of Rs.5, 994 crore (IMaCS estimates).
The GDDP at constant prices is estimated to have increased at five per cent per annum. The estimated
Figure 192: Estimated GDDP of Udhampur district, at current prices, in Rs. Crore
7,000
5,994
6,000
5,196
5,000 4,487
4,000
3,000 2,703
2,000
1,000
-
2009-10 2010-11 2011-12 2012-13
Agriculture: Of the total area of 2,380 sq. km in the district, 20.7 is net sown area (cultivated land). The
agriculture and allied sector in Udhampur is one of the biggest employers of the people with 51 per cent
of the population being employed in the sector.Key agriculture crops are maize, wheat and paddy and
mushroom.
Horticulture: Udhampur district has great potential for horticulture due to favorable climatic conditions.
The main horticulture crops are apple, walnut, peanut, stone fruits, apricot, mango and olive.
Sericulture: In Udhampur district, there is vast untapped potential for silk reeling. The annual cocoon
production is 187,000 kg.
Animal Husbandry: Udhampur district has high potential for sheep husbandry. Livestock rearing is an
important occupation of the village folks in general and migratory population of Udhampur. According
to 18th Livestock census 2007, district has Cattle population of 2.3 Lakh, Buffalo 1.1 Lakh, Sheep 2.4 Lakh,
Goat 1.6 Lakh and others 2.2 Lakh.
Fisheries: Udhampur district has the potential for producing fish through crap and trout culture.
Udhampur, Majalta and Ghordi blocks of Udhampur district has potential for development of fisheries.
Industry: As per MSME profile of Udhampur district, it has 66 industrial units, employing 666 daily
workers (all employed in small scale industry). There are no large or medium scale units in the district.
529
Udhampur district has two industrial areas in 1,100 hectares. Units are involved in activities such as agro
based, repairing and services, steel fabrication and engineering units, chemicals based, cement
manufacturing and agro based.
As of 2011-12, Udhampur district had 1,608 schools, with 113,017 students enrolled. The district has 927
Table 310: School education infrastructure in Udhampur district, as of 2011-12

Primary Middle High
Total 927 56,590 484 32,102 197 24,325
Table 311: Streams available with degree colleges in Udhampur district

GDC Udhampur Arts, Science, Commerce, Sericulture, Sociology, 1961
Comp. Appl, Env. Sc, BBA, Electronics, Bio-Tech,
BCA & Sts.
WC Udhampur Arts, Sociology, Env. Sc, Dogri, Science, Philosophy, 1986
Comp. Appl, Commerce & Punjabi
GDC Ramnagar Arts Science, Env. Sc, Commerce, BCA & BBA 2005
focused on arts, science, history, sociology and environment science only. There are no engineering or
technical colleges.
Udhampur district also has 10 Private colleges which include five colleges for Bachelor of education
(B.Ed), one general degree college, one college for Bachelor of business administration (BBA), two
colleges for Bachelor of computer application (BCA) and one college for Post graduate diploma in
computer application (PGDCA).
530
The district has one ITI, one polytechnic (for technical education).
Table 312: Key ITI Indicators in Udhampur District, as of 2011-12

Indicator Value
Table 313: Details of Govt. ITIs for Udhampur district

No.of Seating
Welder 01 16 1 16
COPA 01 26 1 26
ITI Udhampur
Floriculture & Landscaping 06 Months 52 1 52
Information Technology 02 21 1 21
Plumber 01 21 1 21
Hotel Management 06 Months 52 1 52
Fashion Designing 01 21 1 21
Total 387 13 387
There are also private training centres such as Dhanwanti institute of vocational institute of education,
KAWA Educational and Welfare Society VTP Centre, Skill developer’s academy, CEC computer education
Centre and Kalras Education Trust.These provide training in sectors such as ICT, construction, banking
and accounting, electrical and electronics, business and commerce, travel, tourism and hospitality, soft
skills, medical, garment making and security.
Unemployment rate:
As of December 2012, the employment exchange in Udhampur district had 13,916 unemployed youth
531
Centre
25000
21201 21871
21020
20000
15000 13916
10000
5000
0
2009 2010 2011 2012
532
matric passed at 29.7 per cent, followed by middle passed 23.8 percent and graduates by 6.1 percent.
Skilled personnel such as diploma holders, ITI passed, and degree holders were the least percentage of
people registered with the employment exchange.
Diploma Holders Degree Holders 0
1.7% 0 0Others 1.0% ITI Trained 1.2%
2.2%
Post Graduates
3.0%
Graduates 6.1%
TDC 30.4%
Middle 23.8%
Matric 29.7%
In the process of identifying the growth engines for the Udhampur district, we held youth group
discussion in the district to understand their aspirations. They key points are summarized below:
Youth Aspirations
Sector Interests
High Low
Employment High - Agriculture
Potential Low Electrical/Automobile/Civil Other Manufacturing
 Migration trends: Majority of the skilled youth want to move to Jammu and Delhi NCR to be
employed with big organizations. They have high ideals to be employed in the major MNCs in the
city.
 Willingness to pursue higher education: Majority of the students want to pursue higher education,
with lateral entry into technical institutes. The students who do not want to pursue education feel
so mainly due to the economic pressures.
533
 Job preference: The preference is to go for Government or private jobs only, as they provide a
secure source of income and good working condition. Most of the students lack awareness of job
opportunities available in the private sector
 Entrepreneurial zeal: The youth is not inclined towards starting their own business, as they are
highly risk averse. Based on our discussions, we found that only about four to five per cent of the
students want to go for self-employment opportunities.
15,000 to 20,000 per month.
 Demand for additional training / courses: Students along with their main course, want to pursue
additional training courses on computer education and soft skills to increase their job opportunity.
2.6. SWOT analysis
Based on the diagnostics of the Udhampur district, we have prepared a SWOT (Strengths, Weaknesses,
534
Figure 195: SWOT Analysis of Udhampur district
(1) Better road and rail connectivity (1) Travel, Tourism and Hospitality
(2) Rich agriculture ,horticulture and (2) Potential of Agriculture and allied
sericulture resources related industries
(3) Presence of renowed tourists spots (3) Small scale industries
i.e Patnitop, Nathatop and Sanasar etc
(1) Absence of large scale and medium

scale industries
(2) Irregular power supply (1) Dependency of youth towards
government jobs
(2) Lack of interest of peoples towards
(4) Attitudnal problem among workforce agriculture and allied sector
(5) Bad infrastructure at tourists spots
(6) Lack of professional staff in travel,
tourism and hospitality sector
Weaknesses Threats
535
Based on our field surveys in Udhampur district, employment patterns, sectoral analysis and past
growth across sectors, we have found out that sectors which require skilling interventions are mainly
Agriculture and allied, Travel, tourism and Hospitality, Handicraft and Handlooms and Other
manufacturing.
Sectors where interventions are required in Udhampur
Other Manufacturing
is likely to be generated in Udhampur district. As the economy grows, employment demand in
also expected to increase at a faster rate. Sectors that are unique to Udhampur and where skill up-
gradation will be required within Udhampur are Agriculture and allied, Travel, tourism and Hospitality,
Handicraft and Handloom and Other manufacturing.
Table 314: Incremental Demand in Udhampur - 2012 to 2017

Minimally Semi
536
Minimally Semi
Total 19,805 14,001 3,025 2,780
*The other manufacturing sector projections include cement, chemicals and steel and metal fabrications products.
Table 315: Incremental Demand in Udhampur - 2017 to 2022

Minimally Semi
Tourism, Travel, Hospitality & Trade 1549 1,007 387 155
Total 24363 16,338 4,012 4,013
*The other manufacturing sector projections include cement, chemicals and steel and metal fabrications products.
537
As of 2011-12, Udhampur district has a total population of 5.55 lakh persons. Of this, the working-age
Figure 196: Human resource pipeline in Udhampur district as of 2011-12
Population:
5.55 lakh
Working age
population:
3.12 lakh
Labour
Force: 2.32
lakh
skilled labour74.
Figure 197: Human resource pipeline in Udhampur district as of 2022 (projected)
Population:
6.96 lakh
Working age
population:
3.92 lakh
Labour Force:
2.85 lakh
74
538
Figure 198: Skill wise incremental demand and supply in Udhampur district – 2012 to 2017

2022 too.
Most manpower required is minimally skilled category may be one where people are of 10 th pass or
below or semi skilled (10+2, ITIs etc), they require specific industry related training (vocational training)
to be made employable.
Figure 199: Skill wise incremental demand and supply in Udhampur district – 2017 to 2022

539
4. Skill mapping
Based on our field surveys in Udhampur district we have mapped the skill requirements and the gaps
faced by the sector in the section below.
As mentioned above, economy of the district is dependent mainly on agriculture and allied
activities. Around 51 per cent of total working population in Udhampur depends on agriculture and
allied sector for livelihood (Cultivators: 46.4 per cent and agriculture labourers: 4.7 per cent).
Agriculture and allied activities are the dominant activity where 51.1 per cent of the labourers are
engaged directly or indirectly.
The major crops grown in the district are Maize, Wheat and Paddy and Mushroom. The net sown
area of Udhampur district is about 20.7 per cent.
Mushroom Cultivation
Mushroom cultivation is ruminative activity and has immense scope on account of very favourable
climatic conditions in the district. The concerned wing of the district agriculture department has
made tremendous efforts to popularize the activity but it could not pick up much mainly due to lack
of awareness.
Based on the discussion with key stake holders, infrastructure and skills have to be honed to add
value addition to the produce. With the further growth and organisation of the sector, it will need
higher order skilled workmen as follows:
Table 316: Skill Requirements in Mushroom cultivation in Udhampur District
Job Role Expected competency
Farmers  Knowledge of basic mushroom cultivation terms:-
o Making mushroom compost
o Finishing mushroom compost
o Knowledge of Spawning
o Knowledge of casing
o Knowledge of pinning
o Knowledge of systematic cropping
 Knowledge of the usage of pesticides and fertilizers in the right quantity
Horticulture: As we mentioned above Udhampur district has great potential of horticulture due to
favorable climatic conditions. The main horticulture crops are Apple, Walnut, Peanut, Stone fruits,
Apricot, Mango and Olive. These can further lead to opportunities for setting up of food processing
industry. Currently, this has not developed due to lack of post harvesting and processing facilities as well
as unscientific packaging.
540
Sericulture: As mentioned above in report, sericulture had vast untapped potential in the district.
Around 6000 rearers registered with the district sericulture department. The annual production of
Cocoon is 187,000 Kgs.
Based on the discussion with key stake holders, it is reported that sericulture activity in district is not
in organised way because of lack of skills sets among rearers and farmers.
Table 317: Skill Requirements in Sericulture cultivation in Udhampur District

Job Roles Expected competency
Farmers/Rearers  Knowledge of cultivating mulberry leaves
 Understanding of cocoon rearing
 Knowledge of keeping silk worms with mulberry leaves for adequate
time in dark and cold places
 Ability to sell the cocoons to reelers
 Ability to differentiate between different quality of cocoons
 Ability to cultivate modern technology bio-voltine cocoons, which are
more resistant to pests
 Knowledge of pest control
 Quality control
Animal husbandry: Rearing of livestock is an important predominant activity of the district.According to

18th Livestock census 2007, district has Cattle population of 2.3 Lakh, Buffalo 1.1 Lakh, Sheep 2.4 Lakh,
Goat 1.6 Lakh and others 2.2 Lakh.This activity is mainly done by the Gujjar, Bakerwal and Paharis. The
Ministry of MSME, Government of India, identifies cattle and poultry feed and dairy products as
potential areas of development in the district.
Fisheries: As mentioned in the report above Udhampur district has the potential for producing fish
through crap and trout culture. Udhampur, Majalta and Ghordi blocks of Udhampur district has
potential for development of fisheries. The current activities in fisheries do not include processing. The
thrust is required to skill the fishermen to add more value to the produce.
Though the associated departments are undertaking efforts across the district like providing agriculture
inputs to the farmers at subsidized rates, providing different seeds to the farmers, organizing awareness
camps in different area of district, providing livestock at subsidized rates providing extension services at
block level, skilling on techniques at farm level, etc there are still some gaps:
Table 318: Skill gaps in Agriculture and allied sector in Udhampur District
Job role Skill gaps
Cultivator / agricultural  Lack of awareness of modern farming techniques

labourer/Farmers  Lack of knowledge about different fertilizer requirement for
different crops
541
Job role Skill gaps
 Lack of understanding of cash rich crops

 Lack of marketing skills required to get the best rate in the
market
 Lack of understanding of best practices for sorting, grading
and packaging
• Inadequate knowledge of knowledge of crop cultivation
according to different seasons
• Inadequate knowledge of orchards management and
diseases management
• Inadequate knowledge of value addition skills for
horticulture produce
• Lack of knowledge of livestock waste processing in to value
added products
• Inadequate knowledge knowledge of breeding ,dosing and
vaccination of livestock
• Not aware of the latest scientific methods of fish breeding
and rearing
• No knowledge of value addition / processing of fish
• Lack of knowledge on storage of the fish
4.2. Travel, Tourism and Hospitality
Udhampur district has several tourism spots that are dotted throughout the district. These spots are
varied like religious temples, forts and scenic views. Thus, capacity building has to be explored where
the human resource needs to be trained to take this potential forward75.
The key tourist’s spots include:
Table 319: Key Tourists spots in Udhampur
Patnitop Patnitop is an important hill station of the district and is located at a height of
2,024 m above sea level. The hill station is covered with thick woody forests that
provide perfect trekking trails
Sanasar Sanasar, 19 km from Patnitop, it is a hub of wilderness adventure camps and
paragliding in Jammu.
Nathatop Nathatop, 11 km from Patnitop, it offers scenic views of the surrounding Shivalik
range and the Brahma massif of the Kishtwar Himalayas. It is also popular site for
paragliding.
75
Data on number of tourists visited in Udhampur district is not available.
542

Krimchi Temples These are in the village of Krimchi in the NorthWest of Udhampur town. These
temples resemble in shape and pattern of Baijnath and Lingaraja temple at
Bhuvneshwar in Orissa. The images of Ganesh, Shiva, Trimurti and Vishnu.
Babore Temples A very impressive site of Archaeeological importance in the State. Ruins of 06
temples exist in an area of 1 Km. It is around 50 Kms. from Udhampur Dhar road
near Manwal. These bear resemblance to the temples built by Lalitaditya, the
ruler of Kashmir in the 8th Century A.D at Wangat in Kashmir.
Sudh-Mahadev Shiva temple is located at a distance of 42 Kms from Patnitop and 112 Kms from
Temple Jammu ,Legend has it that after bathing at a spring called Gouri Kund, just short
of Sudh Mahadev ,the Goddess Parvati would worship the Shivling here that is
believed to be at least 3000 years old .The temple also houses a black marble
statue of local Shiva and Parvati.
Ramnagar Fort Another historic building near Sheesh Mahal is Ramnagar fort overlooking Mansa
Devi Nallah. This is a protected monument taken over by Archeological Survey of
India in 1972.
Sheesh Mahal of This palace was built by Raja Ram Singh in 1885 in Ramnagar. This palace of
Ramnagar mirrors is decorated with profusely painted murals, paintings showing scenes
from Ramayan, Mahabharat and battle scenes from Suchet Singh and Ram Singh's
life
Source: www.Udhampur.gov.in
Source: www.Udhampur.gov.in
543
Table 320: Skill gaps in Travel, Tourism and Hospitality sector in Udhampur District
Job role Skill gaps
Tour operators / travel guides • Inadequate customer relationship management

• Inadequate knowledge of route planning and optimization
• Inadequate tourist handling skills
• Lack of proper communication skills
• Inadequate knowledge of local region
• Lack of English and soft speaking skills
Hotels – managers and other • Lack of people management skills

staff (caterers, bell boy, • Lack of soft skills
housekeeping, gardening etc.) • Inability to groom and train the housekeeping staff
• Inability to resolve any issues pertaining to guests quickly
• Lack knowledge of good communication skills
• Inadequate knowledge of management of waiters/servers
District Udhampur has a great potential in the field of Handicrafts and handloom development. In order
to boost Handicrafts in the District, 15 Handicrafts Training Centres and five handloom weaving and
cutting centers with the intake capacity of 400 trainees are functioning in the District at different areas
for providing training facilities to the aspiring candidates. Crewel, Stapple, Sozni; Carpet weaving, and
Phoolkari are major handicraft and handloom crafts.
Table 321: Skill gaps in Handicraft and Handloom in Udhampur district
Job Role Skill gaps

Artisans/Trainees  Lack of creativity skills
 Inadequate knowledge of raw material treatment
 Inability to undertake design and development as per
market requirements
 Inability to come up with new design and processes
4.4. Others
In addition to the sectors mentioned above, Udhampur district is also home to few manufacturing
and engineering based industries of cement, chemicals and fabrication. While most of them don’t
have any employment generation or expansion plans in the next few years, they have reported
544
shortage of skilled manpower in some of the key functions like mechanics, plumbers, electricians,
masons, welders, etc.
Based on discussions with the industry players in the sector, the skill gaps observed are mentioned
below:
Role, educational
qualification Skill gaps
Supervisors/operators  Inadequate knowledge about the entire production process
(Graduate and diploma  Lack of knowledge of new technological advancements
holders with 5 to 6 years of  Lack of people management skills and coordination skills
experience)  Inability to maintain standards and reduce wastage
 Lack of knowledge about modern machineries used in the
manufacturing process.
requirement
 Inadequate knowledge to perform multiple tasks
5. Recommendations
Recommendations for Udhampur district focus on the sectors of agriculture and allied, travel, tourism
and hospitality, Handicraft and Handloom and other small scale sectors. Some of these sectors will have
5.1. Government
As majority of the workforce in the district is concentrated in agriculture and allied sector activities, the
sector deserves special attention.

Agriculture
 Department of agriculture should focus on increasing extension on providing training on modern
techniques and practices for crop cultivation
 Should encourage setting of spawn laboratory for supply of spawn for mushroom cultivation
 Should promote compost making units
 Department of agriculture, can also create awareness on mushroom cultivation SHGs groups
functioning in the district
 Department of rural development authority (DRDA) may indentify entrepreneurs and sponsor
their application to banks
 Department of agriculture may encourage setting up of big commercial units with sophisticated
technology.
Horticulture: As mentioned in the report above district has great potential of horticulture.
545
 Department of agriculture should conduct training workshops on creation of value addition

products like Juice, Gems, Jelly and pickles in collaboration with private training players
 Should encourage SHGs groups to empower women in processing of horticulture raw produce
to generate employment within the district
Fisheries
 Awareness drives must be carried-out to bring to the fore the various avenues in which people
can be employed in fisheries starting from the core fishing activity to the end transport and
packaging.
 Should focus on conducting skill drives on modern fisheries techniques and practices in
collaboration private training players
 Should focus on conducting skill drives on processing of fisheries activity produce through value
addition
 Aid to the formalization to the fisheries activity
 Encourage formation of SHGs to empower women in fisheries
Animal Husbandry
 Department of animal husbandry, should conduct training programs on creation value addition
of raw produce
Sericulture
 Department of sericulture, should provide training to the interested farmers on modern
techniques of sericulture cultivation in collaboration with private training partners
 Should provide training to the interested entrepreneurs in silk reeling activity which in turn
would create employment opportunities to the youth

 The infrastructure needs to be developed across the districts. The roads are in very bad
condition which acts as a deterrent for many tourists
 The capacity building from the Government’s end i.e. guide , language training courses have to
be given at village level for the local youth
 Faculty from reputable hospitality institutes should be hired for these courses, which needs to
take place across all the district blocks

 Department of handicraft and handloom can train artisans on skill up gradation focusing on
modern techniques and practices, creativity, development of new design, market requirements
etc.
 Department can also promote products on artisans to state and national level through
exhibitions and handicraft and handloom feast.
546
5.2. Industry
 Establish of units with respective to tap district potential of Agriculture and allied.
 Industry players can also collaborate with ITI and Polytechnics to employ youth according to
their specific requirements

Private training players can play vital role in agriculture and allied sector, travel, tourism and hospitality
and unorganized sector by providing training in various aspects:

Table 323: Indicative courses for capacity building in Agriculture and allied
Activity Indicative set of courses
Agriculture and allied  Making mushroom compost, finishing mushroom compost, spawning,
casing, Pinning, systematic cropping
 Value addition courses
 Silk reeling courses
 Courses on processing waste of animal husbandry
 Fish cultivation, storing and processing
 Marketing of agriculture and allied produce
 Building customer links

Table 324: Indicative Skilling required in unorganized sector in Udhampur
 Marketing
Tourism, Travel and Hospitality

Table 325: Indicative Skilling required in unorganized sector in Udhampur
Tourist guide/operator 1. Courses to engage with the customer i.e. soft skills training
2. Communication skills and Language based training
3. Geographical knowledge about the region and travel routes
4. Knowledge about history and historical monuments in the
547

regions
5. Time management
6. Crises management
Hotels – managers and other 1. Hospitality management courses for establishment managers
staff (caterers, housekeeping, 2. Housekeeping
gardening etc.) 3. Front desk management
4. Travel desk operators
6. Training in languages like English and Hindi
7. Basic computer courses
9. Paragliding Experts
5.4. NSDC
 NSDC can also play vital role through its sector councils by developing skills competency
standards in agriculture and allied sector
 NSDC interventions required through funding of private training through sector skills councils
(SSCs).
o Agriculture and allied sector
o Handicraft and Handloom
o Other Sector (Cement based, chemicals based and fabrication based etc.)
548
This report has been prepared by ICRA Management Consulting Services Limited (IMaCS).
IMaCS is a multi-line management and development consulting firm headquartered in India. It has an
established track record of over 15 years in consulting across various sectors and countries. IMaCS has
completed over 950 consulting assignments and has worked in over 30 countries across the globe.
Through the process of carrying out several assignments over the last decade and half, IMaCS has
accumulated considerable analytical and consulting expertise, backed by the following capabilities:
• Deep understanding of policy formulation.

• Extensive and organised database on several sectors.
• Knowledge of key factors of success in different projects and programmes.
• Ability to research emerging trends in the economy, as well as in specific sectors.
• Insight into different programmes and organisational processes.
• Ability to carry out economic analysis, build quantitative and financial models to project future
performance and identify imperatives.
• Ability to identify the various types of risks and suggest appropriate strategies to mitigate the
same.
The Education and Skills practice at IMaCS focuses on identifying skill gaps, mapping future skill
requirements, and formulating strategies to address them. Our service offerings encompass diagnosis,
design and implementation of education and skill development interventions for government and
private sector.
R. Raghuttama Rao M. Sairam

Managing Director Head – Process Consulting
IMaCS IMaCS
5th floor, Karumuttu Centre 5th floor, Karumuttu Centre
634, Anna Salai, Nandanam, 634, Anna Salai, Nandanam,
Chennai – 600 035 Chennai – 600 035
Tel: 91 44 2434 0043, Fax: 91 44 2434 3663 Tel: 91 44 2434 0043, Fax: 91 44 2434 3663
Email: raghuttama.rao@imacs.in Email: sairam.m@imacs.in
Himani Batra Sharanya Ramesh
Senior Analyst Analyst
IMaCS IMaCS
M-01, Mezzanine Floor, Prestige Infantry Court 5th floor, Karumuttu Centre
130, Infantry Road, 634, Anna Salai, Nandanam,
Bengaluru 560001 Chennai – 600 035
Tel: 91 80 4110 9650, Fax: 91 80 4093 4111 Tel: 91 44 2434 0043, Fax: 91 44 2434 3663
Email: himani.batra@imacs.in Email: sharanya.ramesh@imacs.in
549
For more details please contact:
National Skill Development Corporation

D-4, Clarion Collection, (Qutab Hotel)
Shaheed Jeet Singh Marg
New Delhi 11 0 016 550
Tel : 011 46 56 0414
skillgapstudies@nsdcindia.org
Fax : 011 4656 0417
Email : nsdc@nsdcindia.org

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District wise skill gap study for the

State of Jammu and Kashmir

Year of publishing: 2013

8.9. Kathua ....................................................................................................................................... 276

Table 21: Himayat Scheme – Key indicators ............................................................................................... 52

Table 183: Crops grown in Kulgam district, .............................................................................................. 316

Table 265: Incremental Demand in Reasi - 2012 to 2017 ......................................................................... 460

List of Abbreviations and acronyms

Abbreviation/ acronym Full form

1. Jammu and Kashmir – Update Skill Gap Study

1.1. Background of the study

1.1.1. Study objectives

 Update the developmental opportunities keeping in mind factor endowments, stakeholder

1.1.2. Approach and Methodology

Phase – 1: Diagnostic Phase

Phase – 2: Synthesis Phase

Module 2 - Assessment of Employment Potential: For the developmental opportunities

1.1.3. Methodology used for forecasting demand and supply

Demand side estimation

Supply side estimation

Figure 1: Approach and methodology used for assessment of skill gap

1.1.4. Key definitions used in the report

1.1.5. Study limitations

1.2. Socio-economic profile of Jammu and Kashmir

Figure 2: Demographic and worker profile of Jammu and Kashmir

Public adm 24%

Trade, hotels & restaurants 22%

0% 10% 20% 30% 40% 50% 60% 70%

Table 2: Qualitative migration trends

Migration type Reasons

Figure 4: Distribution of out-migrants, 100% = 1 mn

Outside the Another

Source: NSSO ‘Migration in India’, 2007-08, Census 2011, IMaCS analysis

Figure 5: Reasons of out-migration, 100% = 1 mn

* Others include studies, forced migration etc.

Figure 6: GSDP of Jammu and Kashmir, in Rs. Crore

Primary Secondary Tertiary

Figure 7: Sub sectoral contribution to GSDP - % comparison

Table 3: Diversity in crops in Jammu and Kashmir

Figure 8: Land Utilization pattern in Jammu and Kashmir – 2010-11

Table 4: Land holding pattern in Jammu and Kashmir

Table 5: Horticulture profile of Jammu and Kashmir

Table 6: Manufacturing Snapshot in Jammu and Kashmir – 2010-11

Figure 9: SSI growth in Jammu and Kashmir

No. of units registered (in 1000s) Employment (in 1000s)

Source: J&K Economic Survey 2012-13

Figure 10: Registered SSI profile – Jammu and Kashmir regions

Employment 113,112 133,987

Units 24,176 29,398

0% 20% 40% 60% 80% 100%

Jammu region Kashmir region

Source: Digest of Statistics – 2010-11

Table 7: Existing Industrial Estate – as of November 2012

Nodal department No. of estates Area (in Units set-up

Khadi and Village Industries

CASE STUDY: KVIB Kishtwar

The detailed break-up of the same is showcased in the figure below.

Figure 11: Percentage share of services in service sector GSDP – 2012-13

Source: CSO, IMaCS Analysis

1.3. Comparison of J&K – with special states and other states

Education background – comparison

100% 92% 88% 82% 80% 80%

Source: Census 2011