TN SG Presentation

Contents
S.NO. CONTENTS SLIDE NO.
1 Objectives of the Study 2
2 Methodology 4
3 Socio-Economic Profile of Tamil Nadu 7
4 Human Resource Requirement 19
5 Human Resource Availability 24
6 Youth Aspirations 28
7 Skill Gap 32
8 Recommendations 40
Proprietary and confidential. This information does not represent and should not be construed as, legal or professional advice. © 2011 NSDC. All Rights Reserved. 1
Objectives
Objectives of the Study
The study objectives included the following at the state as well as the district levels:
• Socio-economic profiling – demography, economic profile of district by industry and state of
education.
• Identification of developmental opportunities keeping in mind factor endowments and stakeholder
perspectives.
• Identification of specific developmental initiatives/projects which have an impact on employment
generation.
• Articulation of the aspirations of the youth.
• Identification of the current and future (2012, 2017 and 2022) skills and human resource
requirements by industry and estimate the gap that exists.
• Studying the existing VT infrastructure both in the private sector, and the government domain.
• Suggestion of suitable interventions/recommendations to address the skills gap.
• Development of specific and actionable recommendations.
• Recommendations were also to include specific initiatives that NSDC can take based on the
mandate of the organization.
• Creation of an action plan
Methodology
Methodology
RESEARCH METHODOLOGY
The quantitative and qualitative gaps with regard to skill development were assessed through a
combination of primary and secondary research methods
SECONDARY RESEARCH
• Socio-economic profile of the districts examining population, sex ratio, literacy, major industries,
growth of district GDP
• Existing infrastructure and state policies
• Data analysis for output, employment and growth drivers
PRIMARY RESEARCH
• 25 Focus Group Discussions with 245 Youth
• 250 Field Surveys and Interviews with:
• Government Departments
• Industry
• Training Providers
• Youth
• Unorganized Sector
SOCIO-ECONOMIC PROFILE
Demographic Profile
Industry Profile
Education and Training
Demographic Profile
Industry Profile
Socio Economic Profile of Tamil Nadu (1/5)
Population Density Across Districts in 2011 Demographic Indicators (2011)
Indicator Tamil Nadu India
Population 7,21,38,958 1,21,01,93,422
Population Density (per sq km) 555 382
Sex Ratio 995 940
Literacy 80.33 74.04
Male Literacy 86.81 82.14
Female Literacy 73.86 65.46
Source: Census 2011 (Provisional)
Tamil Nadu performs better than the all India average

in terms of sex ratio and literacy
Source: Census 2011

Demographic Profile
Industry Profile
Socio economic profile of Tamil Nadu (3/5)
Sectoral Composition of GDP in Tamil Nadu

Economic Performance in FY 2012
• Tamil Nadu’s NSDP was nearly Rs.
5.69 lakh crore in 2011-12,
approximately 7.72% of the national
domestic product.
• The state economy grew at 9.39% in

2011-12, as compared to India’s GDP
growth of 6.5%.
• Per capita income at current prices is

Rs. 84,058, higher than the national
average of Rs. 60,603
The share of the services sector in the economy is
steadily growing
Source: Reserve Bank of India (2012), Tamil Nadu Statistical Handbook (2012), Tamil Nadu Vision 2023 (2011)
District GDP in INR Crore, 2011
Chennai 91,749
Kancheepuram 46,376
Thiruvallur 39,924
Coimbatore 35,411
Tiruppur 21,820
Tiruchirappalli 21,391
Vellore 21,379 The contribution of
Salem 19,451 the top 4 districts to
Madurai 18,328
Thanjavur 14,337 state GDP is 42.8%.
Erode 14,172
Tirunelveli 13,394
Kanniyakumari 11,380 Chennai’s GDP is
Cuddalore 10,854 nearly six times the
Namakkal 10,338
Viluppuram 10,060
state average.
Tiruvannamalai 9,575
Dindigul 8,910
Nagapattinam 8,187
The lowest 16
Virudhunagar 7,786 districts account for
Thoothukkudi 7,636 32% of the
Pudukkottai 7,215
Thiruvarur 6,654 population and 20%
Krishnagiri 6,648 of the state GDP.
Karur 5,950
Theni 5,182
The Nilgiris 5,130
Dharmapuri 5,021
Ramanathapuram 4,864
Sivaganga 4,799
Ariyalur 2,776
Perambalur 2,170
0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 1,00,000
Source: Indicus Analytics Market Skyline of India (2011)

Industrial Clusters, 2009
Source: Department of MSME (2009)

Demographic Profile
Industry Profile
Education Infrastructure (2011)

Institution Number Capacity Enrolment
Primary Schools 34,871 62,17,720 61,16,793
Middle Schools 9,969 38,58,974 36,80,471
High Schools 5,167 28,40,569 23,08,530
Higher Secondary Schools 5,660 16,39,677 15,03,033
Arts & Science Colleges 633 9,70,009 7,35,407
Polytechnics 351 1,64,575 1,18,340
Engineering Colleges 491 1,95,324 1,62,231
ITIs, ITCs and other Registered Training Institutes 1,747 2,19,494 1,53,646
Drop-outs in Lakhs
24.36
13.72
8.05
3.3
Primary/Junior Middle Higher Secondary College

/Senior
Source: Sarva Shiksha Abhiyan, Department of Employment and Training, Department of Higher Education (2011), Athena Research
Vocational Training Infrastructure (1/2)
• Tamil Nadu has a total of 62
Government ITIs
• Courses are offered for 39

engineering trades and 17 non-
engineering trades, varying in
duration from 6 months to 3
years
• 51,000 applications are

received each year, of which
23,000 students are admitted
• The state also has 672 ITCs with

a total seating capacity of
60,320 across 110 trades
• 933 industrial schools offer

courses varying in duration
from 45 days to 2 years
• The state also has 118

community colleges under
IGNOU
Source: Government of Tamil Nadu (2011), Athena Research
Vocational Training Infrastructure (2/2)
Low per capita availability of training infrastructure
Moderate per capita availability of training infrastructure
High per capita availability of training infrastructure
• VT infrastructure is distributed unevenly across the state. It

is low in districts with a low level of industrialization and
sparse population.
• In per capita terms, Cuddalore, Dharmapuri, Erode,

Kanniyakumari, Perambalur, Pudukkottai, Sivaganga,
Thanjavur, Theni and Tiruchirappalli have high availability of
VT infrastructure.
• Ariyalur, Krishnagiri, Thiruvallur, Thoothukkudi and Tiruppur

have relatively low per capita availability of VT
infrastructure.
Source: Government of Tamil Nadu (2011)

Overview of State Schemes (1/2)
Education: Information Technology: Tourism and Culture: Transport:

Target: General Target: General Target: General Target: General
TERTIARY SECTOR
Programmes: teacher Programmes: IT Programmes: Guide Programmes: Heavy

training Capacity: NA training programme, hotel vehicle driving, light
Capacity: 49,000 management, hospitality vehicle driving, aircraft
candidates per year and logistics flight and maintenance
Capacity: 3,337 Capacity: NA
candidates per year
Handlooms, Handicrafts, Micro , Small and Cooperatives:

Textiles and Khadi: Medium Enterprises: Target: 8 std pass,
SECONDARY SECTOR
Target: Artisans, khadi unemployed youth

workers Target: 8 std pass, Programmes:
Programmes: Brass and unemployed youth management
copper item Programmes: tool Capacity: 1,241
manufacturing, palm engineering, ceramic candidates per year
product manufacturing technology, glass training
Capacity: 77 candidates Capacity: 49,487
per year candidates per year
Source: Government of Tamil Nadu Policy Notes (2011)
Overview of State Schemes (2/2)
Agriculture: Animal Husbandry, Environment and Forests:
Target: Farmers Dairying and Fisheries: Target: General
Programmes: Pest Programmes: forest
PRIMARY SECTOR
management, agro Target: Farmers, fisherfolk management

processing, marketing, Programmes: Capacity: NA
seed training, Management, marketing,
entrepreneurship Maritime education
development Capacity: Fisheries 3200
Capacity: 43,970+ candidates per year
candidates per year
Adi Dravidar and Tribal Welfare of Differently Social Reforms: Rural Development:
Welfare: Abled Persons: Target: Disadvantaged Target: Rural poor and
Target: Tribals Target: Differently Abled women and children government officials
Programmes: Textiles, Programmes: Medical Programmes: Teaching, involved in programme
WELFARE
leather, hospitality, health, technology, electronics, tailoring, computers, implementation

soft skills and language computers, teacher beautician, baking, wire Programmes: Enterprise
Capacity: 25,000 training, book binding, bag manufacture, development, multiple
candidates per year teacher training, chalk knitting, services, repair skilling programmes,
training, weaving Capacity: 800 candidates Pudhu Vazhu Project
Capacity: 456 candidates per year Capacity: 1,90,063
per year candidates trained so far
Source: Government of Tamil Nadu Policy Notes (2011)
Human Resource Requirement
Incremental Human Resource Requirement (1/4)
Incremental Human Resource Requirement by Industry in 2012-17 (in 000s)

992 Service sector driven growth on account of rising demand
for infrastructure and support services with growth of
797 businesses
290 Strong growth expected in the textile sector across districts
185
High growth expected in chemicals on account of the
176
setting up of PCPIR along the Cuddalore - Nagapattinam
174 coast
172 High auto growth around Chennai expected due to strategic
133 location and availability of multi modal transport. Gradual
growth of human resource requirements in other
103 automotive hubs such as Coimbatore and Erode.
103
95 High proportion of unskilled resources in highly labor-
77 intensive sectors
71
67
53
11 The largest human resource requirement for skilled

resources will arise in service sectors such as IT/ITES,
10
BFSI, healthcare and education
9
Source: Athena Research

Incremental Human Resource Requirement by Industry in 2017-22 (in 000s)

2176 Gradual substitution of unskilled resources with semi skilled
1357 resources expected in industries showing a trend towards
higher formalization
419
323 Industry trends suggest increasing growth and organization
of retail
246
235
230
181
170
108
105 Strong demand for services expected to accompany
economic growth in other sectors.
101
97
85
76
Highest semi skilled and skilled human resource
16 requirement is expected in Chennai, Kancheepuram,
Thiruvallur, Madurai and Coimbatore.
16
14
Incremental Human Resource Requirement by District (in 000s)
2012-2017 2017-2022
INCREMENTAL HUMAN RESOURCE
REQUIREMENT (in 000s) UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ariyalur -1 8 8 13 5 12 12 27
Chennai 196 170 270 620 287 273 391 936
Coimbatore 139 72 106 312 223 116 151 485
Cuddalore 14 39 44 248 57 62 67 330
Dharmapuri 24 22 24 70 58 37 37 131
Dindigul 48 45 50 142 95 74 77 245
Erode 61 40 56 152 113 63 80 252
Kancheepuram 152 122 168 417 257 196 242 671
Kanniyakumari 111 62 68 238 202 107 105 410
Karur 22 17 22 60 44 27 31 102
Krishnagiri 45 27 31 102 90 45 45 179
Madurai 95 76 96 258 168 124 144 427
Nagapattinam -11 32 29 67 24 55 50 144
Namakkal 34 26 32 91 70 42 46 158
Perambalur -10 6 4 0 -4 9 7 13
Pudukkottai 20 20 23 62 51 32 34 117
Incremental Human Resource Requirement by District (in 000s)
INCREMENTAL HUMAN RESOURCE 2012-2017 2017-2022
REQUIREMENT (in 000s) UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ramanathapuram 7 34 33 73 34 57 54 144
Salem 81 61 77 213 158 99 113 364
Sivaganga 20 17 20 56 46 28 30 103
Thanjavur 16 50 55 120 55 82 86 223
The Nilgiris 33 40 42 114 49 67 66 181
Theni 17 14 19 49 29 22 26 77
Thiruvallur 147 105 130 351 243 166 185 564
Thiruvarur -35 13 9 -14 -14 21 18 25
Thoothukkudi 37 42 48 122 78 69 73 216
Tiruchirappalli 74 63 80 214 137 104 120 359
Tirunelveli 84 52 68 196 149 84 98 323
Tiruppur 90 44 64 197 149 68 91 308

Tiruvannamalai 16 43 42 101 66 72 68 206
Vellore 117 70 90 268 210 112 129 443
Viluppuram 18 38 40 97 74 62 62 198
Virudhunagar 60 38 50 117 109 56 67 202
Human Resource Availability
Human Resource Availability
Estimation of Human Resource Availability for Tamil Nadu
2017 2022
Total Total
Population Population
8,01,49,059 8,82,38,256
Working Age Working Age

Population Population
5,27,71,262 5,77,13,558
Labour Force Labour Force

3,43,37,314 3,83,11,449
Work Force Work Force

3,35,73,476 3,75,07,488
Incremental human resource availability is estimated to be 35.02 lakh in 2012-17 and 39.34 lakh in 2017-22
Incremental Human Resource Availability
Incremental Human Resource Availability by District (in 000s)
• The decline of the crude

birth rate is likely to lead to
moderate population
growth over the next
decade.
• The highest incremental

human resource availability
at the semi skilled level is
expected in Chennai,
Kancheepuram,
Tiruchirappalli, Coimbatore
and Tirunelveli.
• The largest human

resource availability at the
skilled level is expected to
be in Coimbatore,
Kancheepuram, Chennai,
Madurai and Vellore.
Incremental Human Resource Availability
Incremental Human Resource Availability by District (in 000s)
• The availability of semi

skilled resources is low in
districts such as Dindigul,
Namakkal and Sivaganga.
• The availability of human

resources across skill levels
is low in districts such as
Ariyalur, Perambalur and
Thiruvarur.
• The Nilgiris has seen a

negative growth in
population over recent
years, leading to negative
growth in human resource
availability.
Youth Aspirations
Youth aspirations – mismatch between industry demand and
aspirations (1/3)
High
Leather, Automobile, IT &
Textiles,
Construction, ITES, Travel &
Incremental Manpower Potential
Media &
Food Tourism, Retail,
Entertainment
Processing BFSI
Gems & Jewellery,

Transport & Electronics
Chemicals &
Logistics, Hardware
Pharmaceuticals,
Furniture Healthcare
Agriculture, Real Estate Education

Handloom &
Handicrafts
Low
Low Youth Aspirations across Sectors

High
aspirations (2/3)
Districts with High Youth Aspirations and High Human Resource Requirement by Industry

aspirations (3/3)
Youth Aspirations Infrastructure Availability Industry Demand

Engineering Engineering Engineering Goods
IT, ITES IT, ITES IT, ITES
Automobile Automobile Automobile
Electronics Hardware Electrical Electronics Hardware
Retail Retail Retail
Hospitality Hospitality
Transport Transport
BFSI
Textiles Textiles
Leather
Construction
Food Processing
GAPS: Leather, Construction, Food Processing

• Youth aspirations and infrastructure creation for skill development are correlated
• There are gaps between industry demand and youth aspirations
• There is a need for skill infrastructure and targeted student mobilization activities through awareness campaigns and student interactions in
sectors such as leather, construction and food processing.
Skill Gap
Quantitative Skill Gap
2012-2017 2017-2022
SKILL GAP (in
000s) SEMI SEMI
UNSKILLED SKILLED TOTAL UNSKILLED SKILLED TOTAL
SKILLED SKILLED
Incremental
Human Resource 1,718 1,511 1,896 5,125 3,313 2,440 2,807 8,560
Requirement
Incremental
Human Resource 2,179 258 1,065 3,502 2,519 278 1,137 3,934
Availability
Skill Gap -461 1,253 831 1,623 810 2,162 1,655 4,626
• The highest skill gaps are likely to arise in the most rapidly industrializing districts of Kancheepuram, Chennai and
Thiruvallur.
• The largest skill gap is expected to arise at the semi skilled level. There is an excess availability of unskilled human
resources in 2012-17.
• Enrolment trends and primary research suggest that unskilled human resources are more likely to become skilled
rather than semi skilled. This will cause the skill gap at the semi skilled level to persist.

Summary of Skill Gap in Tamil Nadu (2012-17)
Incremental Human Incremental Human
Deficit Of Human
Resource Requirement Resource Availability
Resources 2012-17
2012-17 2012-17
18.96 L Skilled 10.65 L 8.31 L
15.11 L 2.58 L
Semi-skilled 12.53 L
17.18 L 21.79 L (4.61) L

Unskilled
Total Incremental Requirement: 51.25 L
Total Incremental Availability: 35.02 L
Note: Figures in parentheses indicate excess availability
Summary of Skill Gap in Tamil Nadu (2017-22)
Incremental Human Incremental Human
Deficit Of Human
Resource Requirement Resource Availability
Resources 2017-22
2017-22 2017-22
28.07 L Skilled 11.37 L 16.55 L
24.4 L 2.78 L
Semi-skilled 21.62 L
33.13 L 25.19 L 8.1 L

Unskilled
Total Incremental Requirement: 85.6 L
Total Incremental Availability: 39.34 L
District-wise Quantitative Skill Gap
2012-2017 2017-2022
SKILL GAP (in 000s)
UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ariyalur -13 5 3 -6 -9 10 7 6
Chennai 15 153 210 361 79 258 312 634
Coimbatore 31 60 19 104 99 102 56 251
Cuddalore -61 30 17 137 -27 53 37 207
Dharmapuri -36 14 7 -15 0 26 10 36
Dindigul 5 38 17 59 32 66 56 154
Erode -29 33 17 17 -30 55 79 100
Kancheepuram -128 109 60 16 20 180 31 207
Kanniyakumari 69 53 56 174 156 96 91 340
Karur -8 15 4 10 10 25 11 47
Krishnagiri -35 24 7 -5 1 41 18 60
Madurai -1 67 35 92 57 115 77 240
Nagapattinam -38 28 19 26 -6 49 39 99
Namakkal -10 16 5 11 18 29 20 68
Perambalur -27 2 1 -25 -21 4 2 -15
Pudukkottai -14 9 13 8 14 19 25 57
District-wise Quantitative Skill Gap
2012-2017 2017-2022
SKILL GAP (in 000s)
UNSKILLED SEMI SKILLED SKILLED TOTAL UNSKILLED SEMI SKILLED SKILLED TOTAL
Ramanathapuram -26 30 18 21 -6 55 38 86
Salem -20 49 26 48 40 86 61 181
Sivaganga -20 11 0 -10 0 21 9 29
Thanjavur 3 43 12 58 24 74 58 155
The Nilgiris 48 38 40 125 67 66 62 195
Theni -19 9 7 -4 -10 17 11 18
Thiruvallur -106 94 53 11 -36 154 85 173
Thiruvarur -55 8 1 -46 -32 16 5 -11
Thoothukkudi 5 36 28 65 54 64 40 154
Tiruchirappalli 42 50 22 112 81 88 79 246
Tirunelveli 21 40 22 75 59 70 67 189
Tiruppur -9 31 27 49 39 56 47 142
Tiruvannamalai -54 35 22 3 -11 62 46 97
Vellore 50 58 12 111 96 99 82 269
Viluppuram -60 33 17 -9 -13 57 43 87
Virudhunagar 17 31 36 51 64 48 49 129
Qualitative Skill Gap (1/2)
• PREFERENCE MISMATCH
• Low interest in traditional, labor-intensive sectors such as handloom & handicrafts, gems &
jewelry and leather
• Preference for service sector industries such as hospitality and retail
• Low supply of labor at lower skill levels due to preference for white collar jobs. Excess supply
of skilled labor.
• QUALITATIVE MISMATCH
• Skill sets do not match educational attainment
• High attrition preventing assimilation of skills
• Lack of industry exposure
• High variation in quality of work force
• Unwillingness to migrate
• INFORMATION ASYMMETRY
• Lack of awareness regarding skill development and qualifications required by industry
• Mismatch between job expectations and work conditions
• Low collaboration between industry and training providers for curriculum development
Qualitative Skill Gap (2/2)
• QUALITY OF TRAINING
• Unavailability of quality trainers
• Outdated equipment used for training
• Poor basic education preventing absorption of vocational education
• DISINCENTIVES FOR SKILL ACQUISITION

• Low access to skill training providers
• Lack of guidance regarding skill development
• Opportunity cost of skilling in terms of loss of employment and wages
• Lack of mobility between formal and vocational education
• Career progression not institutionalized
• ATTITUDES AND PREFERENCES

• Low dignity associated with blue collar jobs
• Preference for formal education
• Socio-economic constraints for skilling of women

Recommendations
Recommendations (1/4)
Stakeholder Recommendation Functions Implementation
1. DSDCs established with TNSDM as the nodal agency
1. Data Collection
2. Use of existing infrastructure by revamping
Establishment of District Skill 2. Information Dissemination
employment exchanges
Development Councils 3. Skills Registry and Placements
3. Supervising the implementation of skill development
4. Identification of Skill Gaps
initiatives at the district level
1. Creating an incentive for institutes to register 1. Choosing parameters for ranking institutes
themselves 2. Rankings by an independent third party
Ranking of Skill Training Providers
2. Encouraging greater competition 3. Publication of rankings in major newspapers
3. Information dissemination 4. Regular update
1. Allowing mobility across educational institutions 1. Market Survey

Equivalence between Formal and
2. Clarity on skill attainment associated with courses 2. Benchmarking using Occupational Standards
Vocational Education
3. Benchmark for wages 3. Equivalence
State Government 1. Focus on industrialized districts for sectors such as auto,

1. Collaboration between industry and government electronics and textiles
ATIs on PPP Mode 2. Improved placements through industry linkages 2. Value for Money analysis
3. Relevance of curriculum 3. Standardized course content through SSC inputs
4. Higher industry interaction
1. Focus on developing districts
1. Ensuring availability of trainers 2. Industry training as part of the curriculum
2. Improving quality of training delivery 3. Inclusion of soft skills and the use of technology to
Teachers' Training on PPP Mode
3. Development of standardized tests and certifications facilitate learning
for trainers 4. Refresher courses for those already employed as
trainers
1. Review of basic concepts as part of course
1. Providing a means for transitioning from informal to 2. Minimize opportunity cost
Unorganized Sector Interventions formal employment 3. Formal recognition of informally acquired skills
2. Awareness of skill development 4. Multi-skilling
5. Skill vouchers
1. Development of industry norms for compensation

1. Improvement in working conditions for blue collar
commensurate to skill levels
Institutionalization of Career workers
2. Wage revision to reflect experience and skill
Progression for Lower Skill Levels 2. Creation of incentive for employees to acquire skills
acquisition
3. Correspondence between wages and skills
3. Communication of work standards to employees
1. Participation in campus recruitments

1. Ensuring marketability of skills imparted 2. Internships, apprenticeships, guest lectures and
Involvement in Skill Development 2. Relevance of training to industry industrial visits
3. Stronger training-industry linkages 3. Feedback on curriculum and training, especially for
the service sectors
Industry
1. Induction programs and short-term training modules
1. Optimizing infrastructure creation for new hires
On the Job Training 2. Improving productivity 2. Partnerships with skill training providers for up-
3. Standardization of output skilling
3. Earn while you learn schemes
1. Part compensation in kind to reduce attrition

1. Improving dignity of labor 2. Employee feedback systems
Improvement in Work Conditions 2. Reducing attrition 3. Bonuses for completing one year in employment
3. Facilitating assimilation of skills 4. Safety equipment and suitable gear for hazardous
jobs
1. Clarity on course content and expected 1. Interactions with alumni and faculty
employment 2. Aptitude tests for service sector jobs
Orientation Programs
2. Rationalization of job expectations 3. Designated point of contact for students to obtain
3. Industry orientation clarifications regarding employment and career
1. Periodic market surveys

1. Improving placements
2. Regular industry interactions
Industry Collaboration 2. Ensuring relevance
3. Mandatory/ dual apprenticeships and internships
3. Industry exposure for students
4. SSC inputs on curriculum design and pedagogy
Training Providers 1. Talks and interactive sessions at schools and work

places
1. Improved awareness of skill development initiatives
Student Mobilization 2. Focus on up-skilling
2. Increased student mobilization
3. Targeted campaigns for women in socially
backward districts
1. Tests for certification of skills

Certification of Informally Skilled 1. Formalization of informally acquired skills
2. Targeted advertising campaigns, particularly for the
People 2. Information dissemination through word of mouth
unorganized sector
1. Realistic job expectations 1. Counselling before commencement of recruitment

Career Counselling for Students 2. Improved job matching process
3. Lower attrition 2. Alumni interactions
1. Media advertising to encourage training providers
1. Aggregation of information on private skill training
to join the association
providers
Establishment of Training 2. Constitution of a board of representatives chosen by
2. Provision of a common platform for training
Providers' Association the members
providers to facilitate dialogue
3. Conferences and workshops to encourage dialogue
3. Better targeting and resolution of qualitative issues
and discussion
1. Training for service sectors such as tourism,
hospitality and retail at the work place interspersed
with theory classes
2. Standardized curriculum for manufacturing trades
through SSC involvement
3. Initiatives for skilling women through community
1. Bridging existing qualitative and quantitative skill
Funding Initiatives skilling models in backward districts
gaps
4. Entrepreneurship development for economically
backward districts
NSDC 5. Use of existing infrastructure where capacity
utilization is low
6. Training the trainers and developing standardized
evaluation through SSCs
1. Inclusion of unorganized sector representatives in
SSC boards
1. Standardization and quality control for different
2. Development of sector skill development plans for
industries
Sector Skill Councils growing sectors such as logistics, maritime and food
2. Bridging information gaps among students,
processing
training providers and industry
3. Accreditation and Testing
4. Advanced Training Institutes
1. Conferences, seminars and workshops to facilitate
greater dialogue
Collaboration with State 1. Avoiding duplication of effort
2. Exchange of information on successful business
Government 2. Cross pollination through exchange of ideas
models and planned capacity additions.
3. Coordination of skilling efforts.
About Athena
Athena is a public policy and management consulting firm which blends research insights with experiential
knowledge to address developmental, growth and strategy issues of our clientele. Our capability to
generate ‘new and actionable knowledge’ is the primary driver of our business. Pursuit of new ideas,
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Vijay Bhalaki
Director Athena Infonomics India Pvt. Ltd.
Athena Infonomics 6th Floor, B Block,
113-114, Mena Kampala Arcade,
vb@athenainfonomics.in Sir Theagaraya Road,
T.Nagar, Ph: +91 44 42327112/13, 28152778
Sandhya Srinivasan Chennai - 600017.
Consultant, Public Policy Fax: +91 44 28152778
Athena Infonomics
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www.athenainfonomics.in

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Contents

S.NO. CONTENTS SLIDE NO.

1 Objectives of the Study 2

3 Socio-Economic Profile of Tamil Nadu 7

4 Human Resource Requirement 19

5 Human Resource Availability 24

Population Density Across Districts in 2011 Demographic Indicators (2011)

Indicator Tamil Nadu India

Population 7,21,38,958 1,21,01,93,422

Population Density (per sq km) 555 382

Sex Ratio 995 940

Literacy 80.33 74.04

Male Literacy 86.81 82.14

Female Literacy 73.86 65.46

Source: Census 2011 (Provisional)

Tamil Nadu performs better than the all India average

Source: Census 2011

Sectoral Composition of GDP in Tamil Nadu

• The state economy grew at 9.39% in

• Per capita income at current prices is

Source: Indicus Analytics Market Skyline of India (2011)

Source: Department of MSME (2009)

Education Infrastructure (2011)

Primary/Junior Middle Higher Secondary College

• Courses are offered for 39

• 51,000 applications are

• The state also has 672 ITCs with

• 933 industrial schools offer

• The state also has 118

Low per capita availability of training infrastructure

Moderate per capita availability of training infrastructure

High per capita availability of training infrastructure

• VT infrastructure is distributed unevenly across the state. It

• In per capita terms, Cuddalore, Dharmapuri, Erode,

• Ariyalur, Krishnagiri, Thiruvallur, Thoothukkudi and Tiruppur

Source: Government of Tamil Nadu (2011)

Education: Information Technology: Tourism and Culture: Transport:

Programmes: teacher Programmes: IT Programmes: Guide Programmes: Heavy

Handlooms, Handicrafts, Micro , Small and Cooperatives:

Target: Artisans, khadi unemployed youth

Source: Government of Tamil Nadu Policy Notes (2011)

management, agro Target: Farmers, fisherfolk management

leather, hospitality, health, technology, electronics, tailoring, computers, implementation

Incremental Human Resource Requirement by Industry in 2012-17 (in 000s)

11 The largest human resource requirement for skilled

Source: Athena Research

Incremental Human Resource Requirement by Industry in 2017-22 (in 000s)

Source: Athena Research

The Nilgiris 33 40 42 114 49 67 66 181

Tirunelveli 84 52 68 196 149 84 98 323

Tiruppur 90 44 64 197 149 68 91 308

Working Age Working Age

Labour Force Labour Force

Work Force Work Force

• The decline of the crude

• The highest incremental

• The largest human

• The availability of semi

• The availability of human

• The Nilgiris has seen a

Gems & Jewellery,

Agriculture, Real Estate Education

Low Youth Aspirations across Sectors