Apparel Online India Magazine July 2nd Issue 2018 | Page 43

INDIA CANVAS
Milton Ambrose John, MD, Cotton Blossom India addressing the event
be easily absorbed by the garment
factories in other states, at least for a
few months or can rise higher above
the job training provided or as per the
requirement of the factories in their
established areas.
On the first day of the conclave,
participants were escorted to various
skill development centres under DDU-
GKY to understand the mobilisation
and training capabilities of training
partners, and to assess the training
gaps, the possibility of desirable
customisation in skilling methodology
to make trainees industry-ready, face
challenges of migration and related
issues of on-job training. While on
the second day, the forum discussed
opportunities for both training
agencies and employers under DDU-
GKY, as more than 30 per cent of total
training is dedicated to the apparel
sector only.
The conclave also witnessed two
panel discussions on ‘Creating
industry-ready workforce through
Skill Eco System; and ‘Improvising the
existing scope for placement’ which
were really inspiring and thought-
provoking. The good thing to note
is that JSLPS partners are having
adequate infrastructure for training,
including the residential facility for
trainees, who are mainly women.
It was claimed that a well-defined
Standard Operating Procedure (SOP)
of DDU-GKY has been put in place
and is being followed religiously.
Trainees are therefore well aware of
their future job roles and locations.
However, the visit by industry
representatives revealed that the
current training duration at ‘source’
training centres requires a lot more
customisation in terms of detailing the
products and processes of the apparel
companies that are willing to hire
the trainees.
All stakeholders agreed that post-
absorption training being imparted by
the employer is waste of efforts and
is not leading to premium addition
in the wages of DDU-GKY trainees.
To bridge this gap, training partners
and centres need to partner with
employers, wherein employers send
their technical team of supervisors,
industrial engineers and quality
team to these centres during the
training phase for customisation of
training delivery to suit their futu