Title- Skilling India- Looking back to the challenges Name – Kajal MittalRoll no -17/FMS/MBA/036Programme-MBA(Dual)Year -2017-2019Semester-IIIName of Faculty guide – Dr.
Nandini SrivastavaSignature of Mentor- Skilling India Looking back to The challenges AcknowledgementI would like to express my deepest appreciation to all those who provided me the possibility to complete this report. A special gratitude I give to Dr.Gaurav Sood ,who gave me the opportunity to work on his project and whose contribution in stimulating suggestions and encouragement, helped me to coordinate my project especially in writing this report.Furthermore, I would also like to acknowledge with much appreciation the crucial role of the industry guide Mr. Rajiv Mathur(Senior Head-NSDC) who guided me in focusing and progressing the project in right direction and Dr.Praveen Saxena (CEO of Skill Council of green jobs) who gave immense support in collecting data I would also like to extend my thanks to all those who were directly or indirectly involved in the project including the CEO of power sector, CEO of healthcare sector and our MD (Dr. Sanjay Srivastava).
Kajal Mittal17/FMS/MBA/036Certificate “To whosoever it May Concern” This is to certify that Ms. Kajal Mittal did her summer internship for two months in 2018 under my guidance. She did a survey and analysis of three sectors viz. Renewable Energy, Non-Renewable Energy and Healthcare from skill development perspective. She collected data via secondary research in consultation with three Sector Skill Councils viz. Skill Council for Green Jobs, Power Sector Skill council and Healthcare Sector Skill Council and collected and analyzed the data to calculate the demand of skilled and unskilled labor in each of the respected sectors along with availability of Training Providers and the Companies hiring in the sectors and the challenges they face in hiring the talent. Her report focuses on following key areas:1. Challenges To Training Providers2.
Challenges To The Companies In Hiring Talent3. Expected Growth In Next 5 Years Or So4. Key Training Providers5. Key Companies6.
Average Wages Of Skilled/ Unskilled Workforce7. Demand Of Workforce8. Supply Of ManpowerThe report is accepted and I congratulate her doing very good work in consultation with varied stakeholders. This is further certify that she has no pending assignment in relation to her work. I wish her all the best for future endeavors.
Warm Regards Rajiv MathurSenior Head – Skill Advisory Services, Education Services, Training of Trainers, Udaan AbstractThe Skill Council for Green Jobs, Power sector skill council, healthcare sector council underwent a survey to calculate the demand of skilled and unskilled labor in each of the respected sectors.This report consists of analysis of the data collected through secondary research fro various sectors about the training providers, companies and the challenges they are facing in hiring talent. The report focuses on 3 major sectors-1. Renewable energy (Solar and wind energy) sector2. Conventional energy sector3.
Healthcare sectorThe study is conducted by the data collected through secondary research from various skill councils ,their reports and data from MNRE(Ministry of New and Renewable Energy) website for renewable energy ,IWTMA(Indian Wind Turbine Manufacturers Association) website for wind energy, NABH(National Accreditation Board for Hospitals and Healthcare Providers ) for healthcare sector.The report focuses on key areas of 1 Challenges to training providers ,2 Challenges to the companies in hiring talent , 3 Expected growth in next 5 years or so 4 key training providers5 key companies6 Average wages of skilled/ unskilled workforce7 Demand of workforce8 Supply of manpowerSome of the data has been collected form make in India report , ibef website and economic times and business news. A systematic study is done to analyze the existing gap of hiring skilled personnel by providing various training programTable of Contents1. Executive Summary 32. Introduction 43.
Brief overview of energy sector 54. Sub-Sector Skill Gap Analysis4.1 Solar PV sector 94.1.
1 Expected sector growth 124.1.2 Occupational Map 13 4.1.3 Demand of skilled workforce 174.1.
4 Key companies 214.1.5 Key training providers 224.1.6 Challenges faced by training providers 244.
2 Wind Sector 254.2.1 Key companies 284.2.2 Expected sector growth 294.2.3 Occupational Map 304.
2.4 Demand of skilled workforce 344.2.5 Key training providers 364.2.
6 Challenges faced by training providers 37 4.3 Challenges faced by companies in hiring talent 37 in Renewable Energy Sector4.4 Supply of skilled workforce in Renewable energy sector 394.5 Power Sector4.5.
1 Expected sector growth 424.5.2 Occupational Map 424.5.3 Key training providers 454.5.4 Challenges faced by training providers 464.
6 HealthCare Sector4.6.1 Expected sector growth 494.6.2 Key companies 504.6.3 Challenges faced by companies in hiring talent 514.
6.4 Average wages of skilled/unskilled workforce 524.6.5 Key training providers 534.
6.6 Challenges faced by training providers 545. Conclusion 596. References 60List of TablesTable1 – Industry growth for next 5 years Table2 – Skill gap assessmentTable3 – Average wages of workforce in solar energy sectorTable4 – Key companies in solar energy sectorTable5 – Training centers in solar energy sectorTable6 – Key companies in wind energy sectorTable7 – Expected industry growthTable8 – Average wages of workforce in wind energy sectorTable9 – Skill gap analysisTable10 – Key training providers in wind energy sectorTable11 – Sector wise distribution of power efficiencyTable12 – percentage of energy consumption by different fuels in MWTable13 – Expected industry growthTable14 – average wages of workforce in power sectorTable15 – Indian electricity industryTable16 – Training providers in power sectorTable17 – Key hospitalsTable18 – Average wages of workforce in healthcare sectorTable19 – Training providers in healthcare sectorIntroductionIndia has been keen to attempt to work towards a low carbon emission pathway while simultaneously endeavoring to meet all the developmental challenges. The Nationally Determined Contribution (NDC) takes forward the Prime Minister’s vision of a sustainable lifestyle and climate justice to protect the poor and vulnerable from adverse impacts of climate change.
The India’s NDC centre around policies and programs on promotion of clean energy, especially renewable energy, enhancement of energy efficiency, development of less carbon intensive and resilient urban centers and India’s efforts to enhance carbon sink through creation of forest and tree cover. It is recognized in the NDC that Renewable energy sources are a strategic national resource. Harnessing these sources will put India on the path to a cleaner environment, energy independence and, a stronger economy and towards sustainability.
India’s share of non-fossil fuel in the total installed capacity is projected to change from 30% in 2015 to about 40 % by 2030. The renewable power target of 175 GW by 2022 will result in abatement of 326.22 million tons of CO2 eq. /year. The ambitious solar expansion program seeks to enhance the capacity to 100 GW by 2022, which is expected to be scaled up further thereafter.
The Minister for State(IC) for Power and New and Renewable energy in one of his recent speeches has said that India is making rapid strides in the field of renewable energy and they will overshoot the target of 175GW renewable energy by 20221.Today, India is one of the youngest nation with more than 54% of its total population below 25 years of age and 62% in the working age group of 15-59 years. For building a pool of skilled and talented workforce, recent skill development initiatives undertaken by the Government include Skill India Mission, Amendment in the Apprentices Act, setting up of sector skill councils and others. The skill development initiative needs to dynamically align with the needs of the industry and work backwards to create training programs.The MAKE IN INDIA program laid the foundation of India’s latest policy to bring an Economic revolution by making India a global manufacturing hub and welcoming both domestic and international industrialists to invest in India that will generate employment and overall development of India. The main objective of Make in India is to focus on employment generation and skill enhancement in 25 sectors of the economy.
As India faces rising energy demand, threats to energy security, and the impacts of climate change, renewable energy offers multi fold solutions. Innovative clean energy solutions, including large solar parks and rooftop solar panels in dense urban areas, can help solve these daunting challenges, while increasing energy access, creating jobs, and reducing toxic pollution. The International Energy Agency’s World Energy Outlook projects a growth of renewable energy supply to 4,550 GW in 2040 on a global basis.The success of any technology or technological shift is greatly dependent on its proper execution on ground through trained man power. It may not be possible to achieve the desired results of any strategic shift unless our human resource and skill development policies are aligned to address the needs. Skills development is seen as the shared responsibility of the key stakeholders viz. Government, the entire spectrum of corporate sector, community based organizations, those outstanding, highly qualified and dedicated individuals who have been working in the skilling and entrepreneurship space for many years, industry and trade organizations and other stakeholders. A systematic study is needed to analyze the existing gap of hiring skilled personnel by providing various training programs.
The study will assess the skill gaps in the Manufacturing (Automotive), Energy (both conventional and renewable) and Health Care Industry. This project focuses on identifying & analyzing the skill gap in Health Care and Energy (Conventional and Renewable) sector.1. http://pib.nic.in/newsite/pmreleases.aspx?mincode=28Brief over view of Global Energy Scenario The Global installed power capacity reached 6,673 gigawatts (GW) in 2017 from over 5,047GW in 2010 at a compound annual growth rate (CAGR) of 4.1%.
The global power industry is characterized by heavy dependence on thermal fuel sources for power generation, as major power-generating countries such as China, the US, India, Japan and Russia have abundant coal reserves. In past 10 years or so, significant economic development in China and India and the increased use of coal resources had driven the rapid growth of thermal generation. With the insecurity surrounding supply of conventional fuels and volatile prices, renewable energy is emerging as a feasible alternative.Thermal power is the largest power-generating source, with a 61.1% share of the global installed capacity in 2017. Cumulative installed capacity for thermal power was 3,954GW in 2017 and is expected to reach 5,318 GW by 2030 at a CAGR of 2.
1%. Hydropower is the second-largest power-generating source with a cumulative installed capacity of 1,200 GW in 2017, accounting for 18.6% of the global pie. Renewable energy sources constituted 1928 GW (excluding hydropower) in 2017 and had an installed capacity share of 14.3%. Wind power was the largest non-hydro renewable source with a share of over 7.6% of the global power capacity in 2017 followed by solar photovoltaic (4.6%) and biopower (1.
8%).The global power sector is undergoing a gradual transition from conventional thermal power-generating sources to clean energy technologies. The share of renewable power in the global installed capacity mix is estimated to increase from 14.3% in 2017 to 23.
4% in 2025. Global renewable power capacity reached 2179 GW at the end of 2017, around 1350 GW higher than in 2000. The year 2017 was a record year for the renewable power sector with 167 GW of net additions. More than 100 GW of new renewable power capacity have been added every year since 2011. With 38.2 GW of solar capacity installed, Germany accounts for 21% of the global total of 179.6 GW, ahead of China (28.
1 GW; 16%) and Japan (23.3 GW; 13%). Globally, wind and solar together will represent more than 80% of global renewable capacity growth in the next five years.
By 2022, Denmark is expected to be the world leader, with 70% of its electricity generation coming from variable renewable. In some European countries (Ireland, Germany and the United Kingdom), the share of wind and solar in total generation will exceed 25%. In China, India and Brazil, the share of variable generation is expected to double to over 10% in just five years. These trends have important implications going forward.
Power Scenario in India The present installed capacity of power generation in the country is 345.03 Giga Watts (GW). This includes 222.9 GW (64.6%) from thermal, 45.29 GW (13.1%) from hydro, 6.
7 GW from nuclear (1.97%) and 70.05 GW (20.3%) from renewable energy sources. Within renewable energy, wind energy continues to dominate India’s renewable energy scene, accounting for 48.77% of installed capacity (34,165 MW), followed by Solar power 31.24% (21,885 MW) , biomass power 13.58% (9,513 MW) and small hydropower 6.
41% (4,490 MW). The country is now aiming towards an installed capacity of 175, 000 MW by the year 2022. This includes 100,000 MW from solar, 60,000 MW from Wind, 10,000 MW from Biomass and 5,000 MW from small hydro.
India is among the top five countries in the World in terms of renewable energy capacity. The wide spread experience of India in using renewable energy from most remote rural areas to urban centers and from small household systems to large size renewable energy based power plants is unmatched. Renewable energy is an issue of energy security apart from environmental concern for India. It is one sector, where India has a potential to lead the World. Both renewable energy and energy efficiency has also to play an expanding role in achieving energy security and universal energy access in the years to come. Almost all countries in the World are working towards increasing share of renewable energy in their energy mix. Both the sectors are opening unprecedented business and employment opportunities. Sub-Sector Analysis Solar PV SectorSolar Energy SectorSolar Energy is received on earth from Sun through sunlight and then converted into thermal or electrical energy.
Solar energy is perennial and is available in abundance. This energy can be harnessed for variety of applications via modern technology. There are several ways to harness solar energy: photovoltaic (also called solar electric), solar heating ; cooling, concentrating solar power (typically built at utility-scale), and passive solar.2Our Country has set a renewable energy target of 175,000 MW of renewable energy by 2022 that comprises 100,000 MW of solar and 60,000 MW of wind capacity.
India is set to become the biggest energy market. Affordability, access and inclusiveness are driving India’s energy policies. India has the capability to lead the global efforts to take on the challenge of climate and will remain in the forefront of harnessing solar and other forms of renewable energy to make the world a better place to live. India has taken a land mark initiative in the renewable energy sector to establish International Solar Alliance (ISA) which is aimed saving the World from global warming along with projecting solar energy as a viable alternative for power generation. International Solar Alliance is conceived as a coalition of solar resource rich countries to address their special energy needs and will provide a platform to collaborate on addressing the identified gaps through a common, agreed approach.The overarching objective of ISA is to create a collaborative platform for increased deployment of solar energy technologies to enhance energy security & sustainable development; improve access to energy and opportunities for better livelihoods in rural and remote areas and to increase the standard of living. ISA will work with partner countries in the identification of national opportunities to accelerate development and deployment of existing clean solar energy technologies, the potential for which largely remains untapped.
The increased deployment of solar technologies will benefit the countries in terms of direct and indirect employment opportunities generated and the economic activity that will be triggered through electricity and solar appliance access to predominantly rural households. The International Solar Alliance is a treaty based international inter-governmental alliance of 121 solar resource rich countries lying fully or partially between the Tropics of Cancer and Capricorn. The aim of the alliance is to promote solar energy and reduce the use of fossil fuels in sunshine-rich countries. India is the solar belt of the worldSolar Energy Industry and Employment Potential in India The current installed capacity of Solar Energy projects in the country is 21,885 MW.
The country has a target to achieve 100, 000 MW by 2022, which would include 60GW for utility scale and 40GW for solar PV-rooftop and decentralized solar applications like solar streetlights etcTo achieve this target a capacity of about 20 GW is to be added every year. This offers a huge employment opportunity in the country both in Manufacturing as well as project development2. https://www.seia.org/initiatives/about-solar-energy Solar Photovoltaic Value ChainActivity Value Chain for Solar Photovoltaic Sub sector can be depicted as follows: Industry in Solar Domain.
There are over 400 industries active on various activities of developing projects. However, there is limited number of companies in the full chain of Manufacturing. The Government is now focusing on manufacturing of solar cell, modules and systems.
Recently the following MOUs have been signed in this sector :Canadian Solar with Gurgaon based Sun Group (5GW of solar plants and manufacturing solar modules) across India.Trina Solar with Welspun Energy – 2 GW solar manufacturing facility in Andhra Pradesh. JA Solar with Essel Group (solar cell and PV module manufacturing facility) in Andhra Pradesh.Expected industry growth in next 5 years or so with an estimate of job profiles that will be required Solar PV Sector Table1- industry growth for next 5 yearsSub-Sector Current Capacity Cumulative capacity till FY2022 Cumulative Capacity till FY2025Solar PV-Ground Mount (MW) 19,486 62,265 87,765Solar PV-Rooftop(MW) 2,165 40,540 67,540Solar PV Pump Sector 1.47 lakhs 14.70 lakhs 46.69 lakhsSolar off grid(units) 23 lakhs 200 lakhs 584 lakhsThe data has been collected from MNRE report .In the report the data is available till year 2022.
Considering the similar capacity addition in the solar sector, the cumulative installed capacity in solar sector should reach about 155GW. Skill Gap Study by Skill Council for Green Jobs (SCGJ) and EYSCGJ and EY carried out a detailed skill gap study of the entire Solar Sector. The report is available in public domain and on web site of SCGJ The report showcases the industry survey to profile the renewable energy sector and map the key skill requirement across various sub-sectors such as solar PV, solar thermal, wind power and small hydro. Extensive stakeholder consultations have been done to assess the manpower employment pattern across key renewable technology-based power plants (solar and wind, small hydro), solar thermal based applications (Water heating (Industrial and Domestic), Solar Cooking, etc.) as well as manufacturing of wind components.Table1- http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.
pdfOccupational Maps of all Solar subsectors are as follows :Figure-1Figure1-http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfFigure2Figure2-http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfSolar PV ManufacturingFigure 3 Figure3 -http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfFigure 4 Demand of Skilled workforceResearch Methodology First of all, sample data is been collected i.e.
research has been done on around 128 organizations. Then how much capacity can be added has been assessed .Then, major trends has been analyzed and finally job –role wise manpower requirements has been assessed.Skill gap projectionsTo estimate the manpower, we have assumed 80 percent deployment of work hours. The estimated addition of manpower has been taken as per the MNRE guidelines till 2022 and then on the basis of CAGR observed, skill gap till 2025 has been extrapolated.Table2- Skill gap assessmentJob role Skill Gap till FY 2025(in numbers)Around 7 lakhs Solar Project Helper-EPC, Manufacturing, Off Grid 227770Solar PV Maintenance Technician (Electrical) 98663Solar PV Installer (Civil) 78013Solar PV Engineer (Site/ QA/ HSE/Pump) 60097Solar PV Installer (Electrical) 57469Solar PV Installer (Suryamitra)* 50000Solar PV O&M Engineer-Roof Top and Ground Mount 27440Solar PV Maintenance Technician (Civil/ Mechanical) 27207Solar Off-Grid Machine/CNC Operator (Solar Lantern and Solar Home lighting) 10546Solar Off-Grid Manufacturing Technician (Solar Lantern and Solar Home lighting) 10546Solar PV O&M Manager 8912Solar Site In charge 8624Rooftop Solar Photovoltaic Entrepreneur 7516Solar PV Project Manager – E&C/ Project Execution Subcontractor 7204Solar Pump Technician 7086Rooftop Solar Grid Engineer 6429Solar PV Designer 5875Solar PV Structural Design Engineer 5875Solar PV Rooftop Design Engineer (Electrical) 5875Solar PV Business Development Executive 5859Solar Installation and repair Technician (Solar Lantern and Solar Home lighting) 5763Solar Off-Grid Entrepreneur 5763Procurement Executive – Solar PV 5629Solar Off-Grid Production Supervisor (Solar Lantern and Solar Home lighting) 5273Solar Off Grid Sales Manager 5273Solar Off Grid Sales Executive 5273Solar Proposal Evaluation Specialist 4652Business Development Manager 4116Procurement Manager 2797Solar PV Pump Installation and Maintenance Manager /Solar Pump Entrepreneur 1772Solar PV Site Surveyor 1720Category Head (Solar PV Pumps) 443Market research analyst 354CAD/ Draughtsman- Solar PV 230Solar PV Assistant Design Engineer (Electrical) 130Solar PV Assistant Structural Design Engineer 130Assistant Site Surveyor 124Energy Modeler- Solar PV 124Solar Ground Mount Entrepreneur 70Table 2 -http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfAverage wages of skilled workforce/unskilled workforceThis data has been collected from secondary research done through various job portals recruitment websites.
Following data has been collated as shown in the table –Table3- Average wages of wworkforceJob Role Salary Range(in Rs.) Average Wages(in Rs.)Helpers 6000-8000 7000Technicians 10000-15000 12500Engineers 15000-35000 25000Junior Management 25000-50000 37500Analysis of the above table depicted in the form of bar graph. Key companies in solar energy sectorOut of 5002 companies ,approximately 55 companies are in Hyderabad,5 companies are in Vadodara, Gujarat, 8 companies are in Tamil Nadu,67 companies are in New Delhi,43 companies are in Bangalore,23 companies are in Chennai,30 companies are in Kolkata,27 companies are in Mumbai,8 in Ahmadabad,40 companies are in Maharashtra,6 are in Lucknow Table 4- Key companies in solar energy sectorStates No. of companiesHyderabad 55Bangalore 43Gujarat 5Tamil Nadu 8New Delhi 67Chennai 23Kolkata 30Mumbai 27Maharashtra 40Lucknow 6Ahmadabad 6 2. https://mnre.gov.
in/file-manager/UserFiles/list_channelpartners_sp_jnnsm.pdfSkill Council for Green Jobs , its activities and industry ConnectThe Ministry of Skill development and Entrepreneurship has set up a separate skill council, “Skill Council for Green Jobs”, a Sector Skill Council for the purpose of developing competencies /skills in the domain of renewable energy and environmental issues. The focus of SCGJ has been to establish a strong connect with renewable energy industry to understand the manpower requirement and establish long term contacts to improve employability of trained and skilled manpower. It has already established strategic alliances with about 400 Industries, organizations and State skill missions. Skill council for Green Jobs has affiliated about 550 training institutions, PAN India, to deliver training in its domain. These institutions have imparted training to over 35,000 candidates (including about 22,000 under PMKVY) on the 41 National Standards developed by SCGJ.( 21 QPs in Solar, 9 QPs in wind and 11 QPs in biomass and others) The training centers of SCGJ are strategically co-located with on-going or existing Solar PV or Wind Power Plant sites, so that local manpower can be skilled and a sustainable employment cycle is established. A large number of training on Solar Power are in market mode and the sector has very high placements for jobs.
Key Training providersThere are more than 550 training centers in solar energy sector whose distribution is given below.Majorly ,training centers3 are in Rajasthan, UP, Delhi, Haryana as shown in tableTable 5- no of training centers in different statesStates No. of training centersRajasthan 31Haryana 20Gujarat 18MP(Madhya Pradesh) 13AP(Andhra Pradesh) 7Karnataka 11Kerala 8Bhopal 8Chennai 5Delhi 15Goa 3HP(Himachal Pradesh) 3Hyderabad 10Kolkata 9Maharashtra 10Mumbai 9Orissa 15Punjab 5Pune 5Tamil Nadu 11UP(Uttar Pradesh) 29 3. http://sscgj.in/affiliation/affiliated-training-centers/Challenges to these training providersPrimary research has been carried out to find the challenges being faced by training providers in undertaking training in the domain of solar energy. .For that , dialogue with the founders of 5-7 training providers like Abhijeet from Satlake (West Bengal), Sanyan from SaiTech (Bhopal), Vamsikrisknan from ISPTVT (Andhra Pradesh,Hyderabad), Deepti Shah from GISE, Sunil Sahu from Innodust has been undertaken.
Following are some of the major challenges / difficulties being faced by them:a) Major challenge which the training providers face is of mobilization of appropriately qualified candidates as per the QP qualifications / Industry requirements.b) Most of the candidates have a feeling that trainings are government supported and hence market mode / paid trainings becomes difficult.c) Soft skills in candidates are relatively very weak.d) The other challenge which they faced is of drop-out rate is high due to relocation of the jobs which the students are not ready to do.Collaboration of corporation with educational institutions or training providers, if any?1. Do these corporations have their own training facilities2.
Is it cost effective? Cost benefit analysis of having own training facility vs. hiring skilled workforce from outside1. Yes, there are certain collaborations with educational institutions like Amity and training providers. 2. No, it is not cost effective i.e they are not viable but these are reliable for the companies.Since companies want skilled manpower, so they rely majorly on their own institutions or training providers as they know about the requirements of the company and provide training accordingly.
Some companies prefer to hire trained people only and after that, they train them for 2-3 days via their induction rather training them from scratch as it is more economically viable.Skill Council is also collaborating with various companies like Mahindra in solar sector. They train professionals or trainers TOT (impart quality improvement program of certified trainers) by their special programs and are trying to impart better skills i.e. as per the requirements of the industry. Employability is much better in solar sector.Wind Energy SectorEnergy Sector Wind SectorThis form of energy is generated by the use of air flow through wind turbines to mechanically power generators for electricity. Wind power, as an alternative to burning fossil fuels, is plentiful, renewable, widely distributed, clean, produces no greenhouse gas emissions during operation, uses no water, and uses little land.
The net effects on the environment are far less problematic than those of non-renewable power sources.Among all renewable energy (RE) options, wind power, which accounts for over 70 per cent of the installed renewable energy (RE) capacity in the country, is the most commercially competitive source of renewable energy. This may be attributed to technological maturity, proven installed base and lower setup and running costs.The growth of wind energy in India has been largely due to the favorable policy, accelerated depreciation benefit (AD), generation based incentive (GBI) scheme and Renewable purchase obligation (RPO).India is the fourth largest wind power producer in the world, after China, USA and Germany70. Among all renewable energy (RE) options, wind power, which accounts for over 70 per cent of the installed renewable energy (RE) capacity in the country. The government has set a target of 60GW from wind energy in its renewable energy targets of 175 GW.Wind Power Potential in IndiaWhile a total wind power potential of 1, 02,772 MW has been established in India; only one state has tapped about 75 % of the potential.
The wind power capacity has been established mainly in Tamil Nadu, Gujarat, Maharashtra, Andhra Pradesh, Karnataka and Rajasthan. Other states like Gujarat, Maharashtra and Rajasthan have seen significant growth in wind capacity over the last four to five years, also due to a stable policy and regulatory regime.Meanwhile, Karnataka (13,593 MW), Andhra Pradesh (14,497 MW) and Gujarat (13,593MW) together have 63, 161 MW of untapped wind power potential. While the installed capacity in Andhra Pradesh is only 912 MW, Gujarat and Karnataka has developed only 3581 MW and 2548 MW respectively.
Wind energy sector Value ChainActivity Value Chain for wind energy sector can be depicted as follows: Fig Fig 5- Value chain of wind energy sectorIndustry domainThere are over 200 companies active in this sector. Some of them are Pioneer Wiocon,Gamesa etc.Out of 200 companies,9 are in Karnataka,52 of Texas,15 in Mumbai,4 in Gujarat,20 in Chennai,6 in Pune,3 in Uttar PradeshTable6- Key companies in wind energy sectorState Country No.of companiesKarnataka India 9Mumbai India 15Gujarat India 4Chennai India 20Pune India 6Uttar Pradesh India 3Texas USA 52Analysis of table depicted in the form of pie chart https://www.indianwindpower.com/Expected industry growth in next 7 years or so with an estimate of job profiles that will be required.Table 7- Expected industry growthYear Cumulative capacity till FY2022( in numbers) Cumulative capacity till FY2025(in numbers)2009 10241 14852010 11806 15652011 14155 23492012 17352 31972013 19502 21502014 21132 16302015 23444 23122016 25306 18622017 29306 40002018 33819 45132019 39027 52082020 45037 60102021 51973 69362022 60000 80272023 69240 92402024 79903 106632025 92208 12305The data has been collected from MNRE report .
In the report the data is available till year 2022.Considering the similar capacity addition in the wind sector, the cumulative installed capacity in wind sector should reach about 65GW .Table 7 – http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfOccupational MapFigure 5-Wind sector-Blade Manufacturing Figure5- http://sscgj.
in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfWind sector-Tower Manufacturing FabricationFigure6- http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdf Figure7- http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfAverage wages of skilled workforce/unskilled workforceThe following data has been collected from secondary research done on various job portas and recruitment websites . On the basis , the following data has been collated as shown in the tableTable8- Average wages of workers Job Role Salary Range(in Rs) Average wages(in Rs.
)Helpers 6000-12000 9000Technicians 12000-30000 21000Engineers 20000-35000 27500Junior Management 30000-50000 40000Analysis of table depicted in bar graph Demand of Skilled workforceTable 9- Skill Gap AnalysisJob Roles Skill Gap till 2025Wind Project Helper – EPC, O&M and Manufacturing 35773O&M Electrical and Instrumentation Technician – Wind Power Plant 11750Construction Technician (Electrical)- Wind Power Plant 11214Construction Technician (Civil) – Wind Power Plant 8410O&M Mechanical Technician – Wind Power Plant 7833CMS Engineer – EPC and O&M – Wind Power Plant 5783Construction Technician (Mechanical) – Wind Power Plant 5607Crane Operator 5607Procurement Executive- Wind 4485Site Surveyor- Wind Power Plant 3364Assistant Planning Engineer – Wind Power Plant 3364Construction Engineer (Electrical)- Wind Power Plant 3364Construction Engineer (Civil) – Wind Power Plant 2803Construction Engineer (Mechanical)- Wind Power Plant 2803O&M Engineer (Mechanical) – Wind Power Plant 2611O&M Engineer (Electrical) – Wind Power Plant 2611Assistant Site Surveyor- Wind Power Plant 2243Maintenance Technician- WTG Blade 1964O&M Manager- Wind Power Plant 1682WRA – Wind Resource Assessment Manager 1682Wind Land Acquisition Officer 1121Procurement Manager- Wind 1121Planning Engineer (Civil/ Structural)- Wind Power Plant 1121Planning Engineer (Electrical)- Wind Power Plant 1121Site Manager/ Subcontractor/ Entrepreneur- Wind Power Plant 1121HSE Engineer 1121Production Operator- WTG Blade Manufacturing 758Project Head – Wind Power Plant 561Project Design Manager – Wind Power Plant 561Project Manager- Wind Power Plant 561System Planning Engineer – Wind Power Plant 561HSE Manager 561Wind Nacelle/Blade/Tower Manufacturing-Fabrication Painter 502Wind Nacelle/Blade/Tower Manufacturing-Fabrication Packer 502Maintenance Technician- WTG Nacelle 340 Table9- http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdfKey training providers in wind energy sectorThere are very few training centers in wind energy sector .Only 14 centers are there across India. as depicted in Table 10States No. of training centersDelhi 2Kerala 2West Bengal 2Noida 1Gurgaon 1Karnataka 1Maharashtra 2Mumbai 1TamilNadu 2Analysis of above table depicted in the form of pie chart *Data has been taken from http://niwe.
res.in/information_reti.phpChallenges to the training providers in wind energy sectorWind training is provided on international standards and focuses on industry defined competencies. Major areas in which wind training should be necessary provided are electronics, hydraulics, pneumatics, computers and networking, mechanical systems i.e. mechatronics, electrical power generation and distribution. But these areas require highly skilled trainers to train manpower and the major challenge faced by companies like Vestas is of quality and safety.1) Cost of installing the wind power plant is high which includes setting up the lab which is comparatively higher than other RE sectors like solar2) Technology required for installing wind power plant is also complicated3) Wind Power plants can only be installed in coastal and windy areas.
Although simulations can be done but it will increase cost.4) Expertise of trainers in this sector lies due to IPR.5) There is a shortage of competent skilled trainers in this sector6) Employment is lesser as less no of companies are operating in this area.7) There are shortage of competent training institutes who can deliver quality training because scope of training includes design, installation & commissioning, operation& maintenance in the wind sector.Current Hiring Process/Hiring as depicted in the figure can be done via two ways either direct recruitment or outsourcing i.e. hiring through placement agencies. Direct hiring can be via different ways like through internal references or if company wants to hire in bulk, then, it generally prefers campus recruitment or conduct pool drives.
Experienced candidates are generally hired via the HR division of the companies.Second type of hiring can be done through placement agencies .In this case companies give advertisements and then they themselves hire or they hire via various job portals like naukri.com, shine.com, monster.com etc.We have performed primary research on about 10 companies to know their hiring process and came to know that mostly the hiring is done via placement agencies as it saves a lot of time .
Although, hiring at higher levels i.e. senior management levels requires direct hiring.
Challenges faced by the companies in hiring or locating required talent1) Renewable energy projects are location specific. So, companies want to hire people from local areas at ground level .But this came out as a challenge as companies do not get skilled workforce at local level from the areas.2) The major challenge faced by companies is the lack of soft skills i.
e. they want discipline and better communication skills in the manpower.3) Placement agencies do not provide that quantity of manpower as they promised and if they provide ,then, there is a lack of quality in them i.e. they are not skilled .4) Relocation of manpower is another challenge.5) Companies do not find skilled and competent manpower to work on real projects.
Desired hiring process Considering renewable energy sector, companies want to hire workers through placement agencies and middle level and higher level workforce through direct recruitment i.e. by their HR division.Supply of skilled workforce are as followsSkilled manpower is being supplied through ITIs , polytechnics and engineering colleges.There are around 12,3414 it is spread across the country. The relevant trades to these sector studies at IT Is are listed below ? Welder? Electrician? Fitter? Draughtsman (Civil)? ElectricianThere are around 843 polytechnics spread across the country and no. of seats covered are around 2.
65 lakhs.Taking the above data into consideration, it is considered that the demand for additional workforce in the renewable energy sector for workmen with diploma degree job roles should be met with the current polytechnics spread across the country.There are around 1346 engineering colleges spread across the country which are approved by AICTE (All India Council for Technical Education) and no of seats in these colleges are around 4, 40,000. It also includes students who passed through NPTIs with specialization in B.E.
/B.Tech degree in power engineering4. http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.
pdfPower sector Power Sector AnalysisPower SectorIndia is third5 largest producer and fourth largest consumer of electricity in the world. It has fifth largest power generation capacity in the world. The Cabinet Committee on Economic Affairs has approved the coal mining for private sector for commercial purposes. The Ministry of Power has passed the rules for tariff primarily based competitive bidding method for acquisition of power from grid connected wind generation.The Ministry Of Power has signed an MoU with Ministry of Skill Development and Entrepreneurship on September 15, 2015 for a long term integrated skill development.
Ministry of Power 4,5. as on March 6, 2017. Department of Industrial Policy and Promotion 6 NTPC, POWERGRID and REC have signed four MoUs with National Skill Development corporation (NSDC) for Skill Development initiatives(Para-1)Total installed capacity in this sector as on 31st May,2018Table 11Sector MW Percent of TotalState Sector 84,627 24.
6Central Sector 103,761 30.2Private Sector 155,511 45.2Total 3,43,899 Table 12Fuel MW Percent of TotalTotal Thermal 2,22,693 64.
8Coal 1,96,958 57.3Gas 24,897 7.2Oil 838 0.2Hydro 45,403 13.2Nuclear 6780 2.
01RES 69,022 20.1Total 343,899 Table11,12 .https://powermin.nic.in/en/content/power-sector-glance-all-indiaPara-1.http://www.makeinindia.
com/documents/10281/114126/Power+Sector+-+Achievement+Report.pdf5. https://www.ibef.org/industry/power-sector-india.aspxExpected industry growth in next 5 yearsTable 13 Sub-Sector Estimated Capacity from 2017-2027Generation 26,611Transmission 1,00,445Distribution 6,25,526Downstream(streetlights,electrician) 8,55,885Total 16,08,467Data has been collected from power sector skill council report Occupational MapOccupational Map for GenerationOccupational Map Occupational Map for TransmissionAverage wages of skilled/unskilled workforceTable 14- Average wages of workersJob role SalaryHelpers 8000Technicians 12000Junior Engineer 16000Engineer 22000Junior Management 30000Analysis of table depicted in the form of bar graph Industry domain of Power sectorThere are more than 2000 companies in this sector. These companies are mainly divided into generation, transmission and distribution.
In the manufacturing sector while a large part is covered by PSUs like BHEL, some private sector companies are also involved in the supply of equipments and raw materials.Industry Structure: The Indian Electricity Industry is dominated by Central and State Government Organization. Major players are the State Electricity Boards (SEB’s), which generate, transmit and distribute power. Indian Electricity Industry Table 15Generation Transmission DistributionNTPC Power Grid Corporation SEB’sNHPC SEB’s Private UtilitiesNPC SEB’s IPP’s Private Utiities The power industry functions under the superintendence of a Cabinet Level Minister who is assisted by a Minister of State for power and a team of Secretary level personnel.
Some of the Organizations having entered with MOU with PSSC are listed below.Full list is attached in annexure.1. North Bihar Power Distribution Company Limited (NBPDCL) 2 South Bihar Power Distribution Company Limited (SBPDCL)3 Manipur State Power Distribution Company Limited (MSPDCL)Key Training Providers in Power SectorThere are approximately 50 training provides in power sector .Majority of them are in Delhi.Table 16-States No of training centersMumbai 1Karnataka 1Rajasthan 5Delhi 9Orissa 5Andhra Pradesh 2Madhya Pradesh 5Bhopal 3Bangalore 2Jharkhand 1Imphal 1Kolkata 3Lucknow 1Analysis of above table depicted in pie chart Challenges to the training providers1) Mobilization 2) Since there is outsourcing of manpower and hence employment is due to outsourcing.
3) Lab equipment cost is also high which is not reliable for training providers.Collaboration of corporation with educational institutions or training providers, if any?1. Do these corporations have their own training institutions?2. Is it cost-effective? Cost-benefit analysis of having own training facility vs hiring skilled workforce from outside.Yes, there are collaborations like Power Sector skill council has collaborated with Bihar, Jharkhand, Chhattisgarh distribution companies, Adani, Tata Power, NTPC.
Institutions which have collaborations are Amity Institute of Engineering, KL University ,Andhra Pradesh.1. Yes, these corporations also have their own training centers like Adani, Tata Power etc.2. Yes, it is cost effective.
Although they do not provide training to outsourced employee. RPL employees are trained from outside via refresher programs.Health care sector Introduction Healthcare has become one of India’s largest sectors both in terms of revenue and employment. Healthcare comprises hospitals, medical devices, clinical trials, outsourcing, telemedicine, medical tourism, health insurance and medical equipment. The Indian healthcare sector is growing at a brisk pace due to its strengthening coverage, services and increasing expenditure by public as well private players.Indian healthcare delivery system is categorized into two major components – public and private.
The Government, i.e. public healthcare system comprises limited secondary and tertiary care institutions in key cities and focuses on providing basic healthcare facilities in the form of primary healthcare centers (PHCs) in rural areas. The private sector provides majority of secondary, tertiary and quaternary care institutions with a major concentration in metros, tier I and tier II cities.India’s competitive advantage lies in its large pool of well-trained medical professionals. India is also cost competitive compared to its peers in Asia and Western countries. The cost of surgery in India is about one-tenth of that in the US or Western Europe.
The Government of India aims to develop India as a global healthcare hub. It has created the Intensified Mission Indradhanush (IMI) for improving coverage of immunisation in the country and reach every child under two years of age and all the pregnant women who have not been part of the routine immunization program. As of January 2018, Pradhan Mantri Surakshit Matritva Abhiyan (PMSMA), a program launched in 2016 to ensure comprehensive and quality antenatal check-ups to pregnant women across India, has crossed the 10 million markTrends in healthcare sector6The adoption of artificial intelligence is on the rise, making the healthcare ecosystem more organized. AI will help in solving many problems of the patients, doctors, hospitals as well as the overall healthcare industry.Earlier, patients didn’t have appropriate information about the right doctor, hospital or the treatment. Now, with the help of AI-based applications, people can directly talk to doctors, physician, and expertise for the best treatment.Moreover, patients accustomed their medical record files every time, however, with the introduction of electronic medical records system they can access data anytime.
The medical billing system, on the other hand, will help in making data streamlined and structured.It is expected that by 2020, around 20 percent of healthcare and 40 percent of science organizations will achieve productivity through the adoptions of AI technology between 15 percent and 20 percent.6. https://www.businesstoday.in/opinion/columns/trends-healthcare-industry-healthcare-sectors-artificial-intelligence/story/267321.html It is anticipated that many healthcare providers will adopt IoT(Internet Of Things)-based asset tracking and inventory management system in hospitals.
This is expected to improve patient’s safety, staff satisfaction and operational efficiency.The rise of IoT will also support providers and organizations in making operational decisions and will aggregate as well as integrate data thorough IoT-enabled platforms.It will provide a new foundation for gaining insights into hospital operational, asset management and human resources management, thus, enabling optimization of assets and reduce operational costs.
With the rise of the Internet of (Medical) Things (IoMT), mobile and wearable devices can be used to identify the risk factors and provide preventative treatment to the patients. It can be used to predict healthcare trends and problems.The other technology that has come up is wearable medical devices that collect data anytime and anywhere.
They are sensor based accessories that are designed to help people become active, eat well, sleep better, etc.These fitness or wearable devices are available in several forms like watches, footwear, chest straps and sensible glasses, area expected to grow within the coming years.It will manage patient’s heart rate, blood pressure and blood sugar levels to name a few. It will also prevent and maintain their life as well as reduce trips to the doctor and save money.Expected Industry growth Key companies in healthcare sector7There are more than 500 hospitals across India accredited by NABH(National Accreditation Board for Hospitals and healthcare providers) ensures the quality services of healthcare sector. Hospitals accredited by NABH have to adhere to standards given by them and have to follow some HR policies as well. Healthcare sector apart from hospitals also includes health insurance , medical tourism ,health equipment etc.
Majority of hospitals are in Delhi, Madhya Pradesh etc. There are many hospitals who have collaborations with foreign hospitals like 3M, BD Diagnostics etc. Table 17- Key hospitalsStates No. of hospitalsMP 19Kerala 38Delhi 52Bangalore 31UP 37Jaipur 19Punjab 42Andhra Pradesh 74Tamil Nadu 36Gujarat 38Haryana 24Maharashtra 57West Bengal 17 7. http://www.nabh.
co/Hospitals.aspxCurrent hiring ProcessHospitals accredited by NABH have to follow their HR policies while recruitment. Some hospitals also hire via recruitment agencies but they do not get the quality while outsourcing the employees. Those who follow direct hiring lacks time and they do not do follow up of candidates. Some companies check the domain knowledge of candidates while some rely only on computer proficiency and psychometric tests.Some companies requires some regular courses by candidates to make them eligible for recruitment while some allows candidates with some certifications like from Healthcare sector skill council.
So, every hospital have their own HR policies and it depends on their requirements of how they want to hire the candidates. Challenges in current hiring process1. Lack of quality commitment from recruitment agencies2. There are timing constraints, lack of manpower in direct hiring.
3. Some candidates even don’t update their CVs .So, sometimes quality candidates loose chances4. Follow up is also a big challenge in direct hiring.Desired hiring processCompanies or hospitals wants to hire via direct hiring as they can hire as per their requirements and there won’t be any issue of quality.
Another way of hiring can be they can ask EOIs (Expression of interest) to bring different proposals and then on the basis of certain criteria’s and following their policies ,they can select which overcomes the challenges of timings and follow up of candidates.Hospitals wants to hire from those recruitment agencies which are working from many years for example if a recruitment agency is providing candidates to a hospitals from at least years ,then , it means they are providing certain quality .So ,they can check these kinds of parameters while hiring through recruitment agencies or outsourcing candidates.Average wages of skilled workforce/unskilled workforceTable18Job role Salary range AverageEntry level (7000-10,000)* 8500Technician (10,000-15,000)* 12,500Others (above 15,000)* 25,000• *Indicates the changes in salary based on the location.
Analysis of table depicted in the form of bar graph Key training providers8There are about 500 training centers affiliated from Health Care sector skill council. Majority of training centers are in New Delhi, Haryana and Maharashtra. State wise distribution is given below.States No. of training centersKarnataka 26Kerala 25Tamil Nadu 30Maharashtra 48UP 73Orissa 29Haryana 50New Delhi 66Punjab 31Jharkhand 14West Bengal 22Table 19- 8. http://www.healthcare-ssc.
in/affiliated-partners-list.aspxChallenges to these training providers1. First challenge which they faces is finding specific trainers like for medical laboratory technician, there is a different trainer etc.2. Finding candidates who lies in the criteria like for example if criteria is 12th science , so it is difficult to find required candidates as in some states there are less science students who further have their own option and even some stated don’t have schools till 12th .3. Cost is also one of the factor as setting up of laboratory with required tools and equipments incurs a cost.4.
Following HR policies while placement .For example if hospitals wants only candidates who have graduation or post graduation and don’t require diploma holders or any certified people without graduation is another challenge to make them placed.5. Candidate attrition rate is high in free programs like PMKVY.Collaboration of corporations with educational institutions or training providers, if any?a.
Do these corporations have their own training facilitiesb. Is it cost effective? Cost benefit analysis of having own training facility vs. hiring skilled workforce from outsideThere are certain collaboration of corporation with educational institutions. Mostly collaborations are with training providers as they provide direct quality manpower to corporations.a. Some of the corporations have their own training facilities while some don’t. For example BD Diagnostics has its own training center whereas 3M don’t have.
Although all corporations do train their existing manpower in new technologies or equipments etc.b. It is cost effective because companies having their own training centers don’t have to give induction training separately .Secondly, they train manpower as per the requirement of their corporations and also they charge people for the training.On the other hand, those who don’t provide training have to give orientation or induction from 1 week to 1 month depending on the requirement to their new employees which incurs cost as new joiners in that period are not adding any value to the corporation. But after induction, they start adding value as they are already trained, certified or experienced personnel.ConclusionsThe report focused on three major sector viz Renewable energy sector, Non-renewable energy sector and healthcare sector The findings included the key companies, training providers and skill gap analysis of all the three sectors mentioned above.
Majorly, skill gap came out to be 7 lakhs which has been calculated on the basis of data collected from different websites and calculated using CAGR(compound annual growth rate) which is 46 percent . Also, almost all the industries has major training providers in India ,although, wind energy sector has less no of companies and less training providers in India as it is costly and requires huge investment in installation and maintenance The report consist of all the major points ,their analysis and their findings which were the part of project References1. https://www.seia.
org/initiatives/about-solar-energy 2. http://sscgj.in/wp-content/uploads/2016/06/SCGJ-skill-gap-report.pdf3. http://mnre.gov.
in/file-manager/UserFiles/list_channelpartners_sp_jnnsm.pdf4. http://sscgj.in/affiliation/affiliated-training-centers/5. https://www.
indianwindpower.com6. http://niwe.res.in/information_reti.php7. https://powermin.nic.in/en/content/power-sector-glance-all-india8. http://www.makeinindia.com/documents/10281/114126/Power+Sector++Achievement+Report.pdf9. https://www.ibef.org/industry/power-sector-india.aspx10. https://www.businesstoday.in/opinion/columns/trends-healthcare-industry-healthcare-sectors-artificial-intelligence/story/267321.html11. http://www.nabh.co/Hospitals.aspx12. http://www.healthcare-ssc.in/affiliated-partners-list.aspx
