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SAMVIT launches SKILL DEVELOPMENT CENTER For Building Employability and Effectiveness Of BE Civil Engineering students

Programmes


Skill Development Programmes

For Building Employability and Effectiveness Of BE Civil Engineering students (Focus on Year III & IV ) through Finishing School.

Capability building centre to build the effectiveness of Engineers through proficiency development initiative.


APPROACH


Finishing School for Civil Engineering students

  • Modular Approach for enhancing technical skills and knowledge base of Final Year Students
  • Long Term Modules for Year III & Year IV students to be integrated along with their studies
  • Enhancing Managerial skills (IT , Communication , English Language Proficiency)

MODULAR APPROACH


OBJECTIVE

To build the employability of Young Civil Engineers this in turn helps them to become job ready and effective on the job.

NEED

India Skill Report 2014 done on PAN India basis Employability of Civil Engineers is 17%

LACK OF EMPLOYABILITY

Employers look for competence and not for qualification


CONSEQUENCES FOR STUDENTS

Unemployed or Low end jobs Stagnation and no career growth



METHODOLOGY FOR FINISHING SCHOOL


  • Modular approach
  • Designed from the feedback of the employer
  • Duration of each module is 8-10 days.

MODULES IN FOLLOWING AREAS

  • Awareness Enrichment Programme
  • Construction Site Management
  • Estimation ,Costing and Planning
  • Introduction to Project Management
  • Quantity Surveying
  • Application of IT Tools
  • Quality & Safety
  • Tendering and contract Management

This is an indicative list of modules

BENEFITS

  • Enhance employability and attractiveness
  • Strong knowledge Base
  • Build CV and stand out in the crowd.
  • Interaction with Professionals
  • Increase networking with the stakeholders.

LONG TERM

  • To be Integrated along with the regular curriculum of 3 rd and 4 th year students
  • The approach is : learning + Understanding+ Apply + Practice

Objective:

To Enhance technical skills + Understanding of the Construction Industry + Individual skills

BENEFITS

  • Enhance employability and attractiveness
  • Strong knowledge Base
  • Build CV and stand out in the crowd.
  • Interaction with Professionals
  • Increase networking with the stakeholders.

FOR YEAR III

  • Concept to Execution
  • Technical Skill Enhancement Programme

FOR YEAR IV

  • Concept to completion of Construction site
  • Career Counselling and guidance
  • Job Orientation Program
  • The 1st 3 programs are having duration of min 100 hrs. to 500 hrs.

ENHANCING MANAGERIAL SKILLS


IT Skills

Build Proficiency in Excel , MSP , AutoCAD other relevant software applications required by the industry

Communication

Is the backbone of the Industry Focus on Oral and Written Communication

English Language Proficiency

Capability building centre to build the effectiveness of Engineers through proficiency development initiative.

"Qualitative Human Assets” is one of the key differentiating factors deciding the success of any organization. Its’ distinctive nature make the “Human Resource” management as one of the complex processes.

Proficiency Development is one of the most important tools to maintain and enhance the “Human Capital Value” that makes it a continuous and ongoing process, during the work-cycle of any of the employee.

Approach

Taking the holistic view, it is thus proposed to develop and integrate the “PDP” (Proficiency Development Programme) in three phases namely:

  • Induction Phase
    To integrate and align the objectives of the organization and the individual goals for mutually beneficial association.
  • Performance Phase
    Ongoing Development Programmes and Refresher Programmes at regular intervals to update the employee with the latest technology developments / methods in performing their jobs.
  • Promotion Phase
    To imbibe the change in the attitude to take up higher responsibility and its expected outputs.

Methodology

  • Induction Phase
  • PDP is proposed to be carried out in two stages of 3 days each, with a time lag of about 25 to 30 days between successive stages.

    The first stage of Induction PDP would be about 3 days, and proposed to have joint sessions by Company’s Management personnel and SAMVIT personnel . The contents are listed below

    The second stage of Induction PDP shall be taken up after having field interaction and experience of new entrants with organization.

    Programme aims to give specialized subject training as per the specific needs of the departments e.g. Civil/ Mechanical / Electrical / Production / Supply Chain and Procurements etc.

    The subjects and contents shall be mutually discussed and decided by respective HOD and SAMVIT.

    The first stage of Induction PDP shall include the topics like:

    • Vision, Mission & Goals of the organization,
    • Production Cycle and General information about products
    • Organization structure, General Responsibilities and Authorities
    • Standard Operating Procedures (SOP) followed by organization
    • General Dos and Don’ts, Basic Soft skill and Communication
    • Planning and time management methods
    • Quality Policy of organization, and quality management process
    • Cost Control and minimizing wastages.
    • Valedictory address by top executive of company (to energize new entrants)
  • The Performance Phase
  • PDP aims in updating the employees with the latest technology and development in the areas of their working and shall include “Ongoing and Refresher Programmes” at regular intervals of about six months.

    This would be tailor made programmes spread over 3 to 4 days duration followed by “feedback sessions”

    The Design of Training and the subjects to be taken up, shall be based on “Training Need Analysis” (TNA) to be carried out by SAMVIT experts.

    The TNA shall be done by conducting “Gap Analysis Studies” knowing the vision, mission and requirements of Department vis-à-vis the employees’performance

  • The Promotion Phase
  • PDP aims in making the promoted employee aware about their new responsibilities and authorities...

    The Programme would emphasis on “Authority Delegation”, “Management and co-ordination Skills”, “HR Management” rather than technical subjects.

  • Implementation Process & Deliverables
  • The implementation of all above shall be done through the proposed “Capacity Building Center”, by SAMVIT experts in coordination with appointed Management Representative of the company.

    The training shall be carried by using training slides, materials, class room lectures, site/ plant visits whenever required and through interactive sessions.

    The deliverables shall comprise of the TNA document, Design of Training e.g.subject and their contents, training materials, slides and other training literature.

  • Training Validation, Feedback and Monitoring
  • The Training Programme, subjects and the methodology shall be validated through joint review meetings of SAMVIT experts and Senior Management Team of organization.

    The evaluation of the trained manpower after their ‘hands-on’ experience in the organization, by the HOD shall be discussed during these meetings.

    Based on the outcome of these meetings corrective measures, if required, shall be applied in over all training process.

  • Documentation
  • All the processes will be properly documented which will comprise of the interview sheets, Training modules, the feedback sheets and comments etc.