Human Resource Management
Assignment:-II
Submitted to:
Mr. Arivoli N
Assistant Professor
Department of Fashion
Technology.
Submitted by:
Shalu Kumari
BFT/18/356
Acknowledgement
I would like to express my special thanks of gratitude to my “Human
Resource Management” faculty Mr. Arivoli N for his able guidance
and support in this assignment.
I would also like to thank NIFT Bengaluru for providing me all the
resources that were required.
-Shalu Kumari
2A. Give an account of various Training Methods followed in garment Industry for
Skill development of Operators.Briefly explain the method with images/ illustrations.
(For example, Ball and Tube test, Peg Board Test, Stitiching exercsies).
In India, textile sector plays a very important role in the economy. In the competitive
business environment; human resource plays the important role of any business. For the
superior manpower and for the superior productivity training works like a wheel. In this
competitive world, training plays an important role in the competent and challenging
format of business. Training and development of employees is critical in organizations in
this era of competition due to the fact that organizations need to survive, grow and
develop. Training is considered as the process of upgrading the knowledge, developing
skills, bringing about attitude and behavioral changes, and improving the ability of the
trainee to perform tasks effectively and efficiently in organizations. Training and
development play an important role in the effectiveness of organizations and to the
experiences of people in work. Training has implications for productivity, health and
safety at work and personal development. All organizations employing people need to
train and develop their staff. When a person is hired for an organization, he/she need a
training to know about how to perform good in that organization. Rapid changes in
technology, products and business application make it necessary for the need of training
and development of their employees.
Purpose of Training
Training is the remedy of the company. It increases the productivity of the company. In the
textile sector if the company want to make more profit, then it needs to increases
productivity, for this company must train its employees. Training is the nerve that suffices
the need of fluent and smooth functioning of work which helps in enhancing the quality of
work life of employees and organizational development too. In the changing phase of the
market, all organizations have a number of opportunities to grab and number of challenges
to meet. Some short of purposes of training are given below:





To increase productivity and quality.
To promote versatility and adaptability to new methods.
To reduce the number of accidents.
To increase job satisfaction displaying itself in lower labor turn-over and less
absenteeism.
To increase efficiency.
Advantages of Training and Development:
Knowledge and skills development is vital to the health of organizations. We live in an
information age today, and organizations are routinely valued not just on their physical but
on their intellectual capital. Training is one of the chief methods of maintaining and
improving intellectual capital, so the quality of an organization’s training affects its value.
Untrained or poorly trained employees cost significantly more to support than well-trained
employees do. Training affects employee retention and is valuable commodity that, if
viewed as an investment rather than as an expense, can produce high returns. There ar e
numerous sources of online information about training and development. Several of the
sites suggest reason for the supervisors to conduct training among employees. Training
and development programs are the basic structural and functional foundations for the
development of the employees. The advantages of training and development are given
below:















Increased job satisfaction and morale among employees. This has an added benefit
of making the company more attractive to prospective employees.
Employees feel supported and enabled in their work.
New skills and knowledge can be acquired.
Existing skills and knowledge can be enhanced or updated, enabling people to
further improve strengths.
Improvements in confidence, capability and competence.
Employees are able to balance their work life and personal life in a better manner
which leads to reduction of stress.
Increasing the level of employee motivation.
Training improving the employee morale increases the productivity and
commitment of the employees towards the organizational goals.
Improve the job knowledge and skill at all levels of the organizations.
Helps to create a better corporate image.
Fasters authentically, openness and trust.
To reduce employee turnover.
Improving labor management relation.
Training about risk management, fire safety, sexual harassment, diversity, etc.
They improve the communication between all levels of management which helps in
minimizing conflicts between different levels of employees.
The garment industry in India has an overwhelming presence in the economic life of the
country and it plays a pivotal role through its contribution to employment generation,
industrial output and the export earnings of our country. The garment manufacturing industry
has varied product range. To manufacture such various categories of products, the trained
work force is required. Sewing machine operations convert a garment into three-dimensional
shapes. It is one of the most important departments of any garment manufacturing unit due to
maximum work content among all processes, dependency on skilled manpower in
manufacturing and high capital investment. The majority of skilled manpower of a garment
manufacturing unit require in the sewing section. The selection criteria are effective enough
to be able to help the recruiters in selecting the trainees with correct dexterity and ability to
perform the job at a required level.
It is often said that ‘garment making is not a rocket science’, but it is also a fact that garment
manufacturing is a complex exercise, in fact more complicated than making a car as it to a
larger extent is dependent on the skills of the workers for achieving quality and timely
deliveries, and managing people is more difficult than managing technology. It is the people
who make your company productive and profitable. Is it not reason enough to select the right
candidate for the job and then train him/her well…To identify the right candidate certain
screening tests or work study tests are required to ascertain the suitability of the candidate to
the job profile. In this quest it is important to find the Aptitude, Ability and Attitude of the
candidate towards the specific job to ensure gainful recruitment. The 3As of operator
selection are the backbone of recruiting the right candidate for better bottom lines.
The AAMT (Advance Analytical Methods of Training) training manual mentioned that
training the operators who do not have the necessary aptitude for the job is not viable and
also it is not always possible to select sufficient operators of the desired caliber. It is essential
that the selection criteria are effective enough to be able to help the recruiters in selecting the
trainees with correct dexterity and ability to perform the job at a required level.
The selection parameters for sewing machine operator are physical requirements, vision
requirements, color blindness, spatial relationship, test of spatial relationship, physiological
aspects, muscular movement, muscle tone, principles of posture, physical fitness,
psychological aspects of sewing machine operation, the effect of emotion on muscle tone,
time sense, sight reading & the pattern concept of sight reading. Out of these seventeen
parameters, some can be further clubbed, having similar attributes, i.e., vision requirements &
color blindness, time sense & sight reading. Stitch world has combined several parameters
under 3A's; Aptitude, Ability and Attitude to evaluate operator selection. Test for
communication ability, numerical ability, spatial ability and shape test are part of aptitude
test. While under ability test, there is two popular version of pegboard tests- PBDA & PBDB,
ball & tube test, two arm coordination test, Purdue pegboard test, visual ability test, color
perception test and threading needle exercise test. Attitude is tested through trainability test.
Operator training modules
The operator training module is a set of training areas to be provided to a trainee during the
training period.
There is a different set of training modules that are practised by trainers in the garment
industry to train a fresh candidate. Among those training methods explained in Juki’s
"Sewing factory operator's training handbook" is mostly used in the garment industry to build
sewing and associated skill to trainee operator. In brief, Juki’s sewing operator training
module covers followings.
1.The selection and training tests can be categorized under the following chart, and each test
is explained further in detail.
Selection Attributes
Test attributes
Manual dexterity(Speed of
hand movements)
Prescribed Test
Peg Board- Kurt Salmon
Dexterity text-A
Peg Board- Kurt Salmon
Dexterity text-B
Finger Dexterity(Speed of
finger movement)
Use of paper napkin
Move on edges and points
Paste the parallel lines
Physical Requirements
Marble & tube/ball
Hand and Eye Co-ordination Pin boards
test
Needle boards
Two arm co-ordination test
Purdue pegboard test
Sewing Test( If the operator
is experienced)
Trainability test
Vision requirement and
color blindness
Visual accuracy, speed and
color blindness test
Kurt Salmon Perception
test-KSP
Spatial relationship
Distinguish the variations in
geometric forms
Spatial Ability Test
Analyze the intelligence and
ability
Shape Test A
Tempo, rhythm and sight
reading
Sight reading
Shape Test
Time sense and Sight
Reading
Communication ability test Measure the candidate’s
problem solving abilities
and communication skills
Numerical ability test
Other factors
Shape Test B
Verbal critical reasoning test
Assess the mathematical
abilities
Arithmetic operations
Tracing the star
Trace the star pattern tests
Cut the number
The group embedded figure
tests
Numerical reasoning tests
The arrow span test

Physical Requirements:
There are two classes of physical elements- sight and body movements in which body areas
used during the sewing operation cycle are finger, wrist, forearm, upper arm, foot & ankle,
knee, thigh and thoracic region. Flexion, extension, abduction and adduction are the
movements that used mostly in sewing machine operations.

Peg Board KSD-A
This peg board test (also called Kurt Salmon Dexterity –A Type) is a board having 240
holes total with 30 holes in each row. Total 120 numbers of metal pegs are already
inserted in holes of top four rows, away from the operator and bottom four rows (row
number five to eight) of holes are empty. Board is placed with the long side facing
operator and operator has to pick two pegs by two hands simultaneously from extreme
left and right of the first row, and insert the pegs in same columnar positions of the eighth
row. The operator has to repeat same moving to next two pegs of the same row till the
pegs in the first row are emptied onto the eighth row. Similarly, an operator has to
complete the exercise emptying the pegs of 2nd row to 7th row, 3rd row to 6th row and
4th row to 5th row. If an operator completes the test within 75 sec, he/she secures the
highest grade and if he/she takes more than 90 seconds candidate is considered lowest
grade. The cut off time for a candidate to be selected should be between 81-86 seconds.


Finger Dexterity(Speed of finger movement)
Peg Board KSD-B
This peg board test (also called Kurt Salmon Dexterity–B Type) is also having the similar
configuration as Kurt Salmon Dexterity–A Type. The candidate has to follow the similar
steps as Kurt Salmon Dexterity–A Type. The only difference is a half length of the pegs
are painted red and while picking the candidate to have to use thumb and index finger,
flip the peg using the middle and index finger (in the air) and place the peg upside down
in the same column as earlier. The peg board test procedure in this variation is same as
the earlier one, only the candidate should turn the pegs in their hands before inserting
them into the holes in the other half of the board; now red end of the peg should be
inserted in the hole so that colour of top portion of the peg (which is white) is opposite of
the color of the board (which is red). The number of pegs in the board is either 50 or 120.
There is a minimum cut-off score for selection in this test.

Use of paper napkin
The main aim of this test to check the ability is to separate fine plies, finger dexterity,
visual accuracy, and speed. Two-dimensional fabric joined to form a three-dimensional
garment. In the sewing operation, the first step is to pick up the two plies to be joined,
aligning them in a position so that they can be joined and stitching them. These steps may
vary from design to design but picking up the ply remain the same in one way or other.
The characteristics checked for the ability is to check the separation of fine plies, finger
dexterity, visual accuracy, and speed. In this test, the candidate has to pick 2 paper
napkins separately and align it one over another. At last, candidate must complete the task
by separating, aligning and placing the napkin. This test is time bound.

Move on edges and points
The sewing exercises have marked off sewing lines and have the operator trace them with
the sewing machine. These don't have to be done on fabric at the outset; paper is a better
medium so one can enlarge and photocopy these sheets. These practice sheets are
designed for different functions. A total of 6 exercises has been developed. The first
exercise is to check the accuracy in straight sewing lines, treadle (foot pedal) and braking
control and to overcome from the fear of the machine. The second exercise reinforces the
skills above and helps with coming to an accurate stop, manipulating the hand

Paste the parallel lines
The graph paper is used for the purpose of the folding test. The small size, as well as large
size graph paper, is used so that the ability to work on alignment with larger WIP as well
as smaller WIP can be evaluated. During this test a candidate has to fold the ply using the
given template and candidate has to repeat the process three times for each template.
Time for the same is checked and recorded. Score sheet and weightage against this is
assigned on the scale of 1 to 5 where 5 given for maximum point.


Hand and eye co-ordination test
Marble & tube/ ball & tube
For this test 25 balls are kept in a tray alongside a vertically mounted hollow pipe of a
slightly bigger diameter than the balls. The candidate is supposed to pick up the balls and
drop them through the pipe with one hand and catch them with the other. The target time
for this test is 25 seconds and tests should be carried out by the right hand and left hand
separately. Here candidates are encouraged to use both hands simultaneously; while one
hand is waiting to catch the ball, the other hand can be used to pick up the next ball. The
minimum cut-off score for selection is 2-3. One somewhat similarly test also used is
called the Box and Block Test (BBT), which requires moving the maximum number of
blocks, one by one, over the middle wall from one compartment of a box to another of
equal size, all within the time frame of one minute. When testing begins, the candidate
should grasp one block at a time with the dominant hand, transport the block over the
partition and release it into the opposite compartment. The same should be repeated with
the non-dominant hand, and after the completion of a minute, the blocks should be
counted for recording the score.

Pin boards
The given test is used to assess the ability of the candidate to do fine work with fingers to
test the ability to make rapid finger movements, neatly, accurately and sensitively. The
pin board has the total of 135 holes arranged in 9 rows and 15 columns. All the pins are
placed in a small recess on one side of the board. The candidate should use only one hand
and put all 135 x 3 = 405 pins in the holes in the target time of 180 seconds.

Needle board
Threading Needle Exercise Test is conducted to evaluate the candidate's hand steadiness
of operator and eye-hand coordination, which are critical for quality performance 12
needles are positioned 6 inches apart on a rectangular base. The candidate must thread all
12 needles with one thread in such a way that three needles are threaded front to back,
four needles are threaded right to left, and five needles are threaded left to right. This test
is sometimes modified to put all needles in one direction. While different direction
simulates different threading direction in different sewing machines (e.g. single needle
lockstitch, overlock, and double needle lockstitch, etc.), left to right being the most
important direction
Needle board test is done to test the hand-eye co-ordination of a candidate. The
apprentice should sit facing the table at a comfortable height (see figure). The board
should be placed in front of the apprentice. The thread is placed at the point of threading.
The timekeeper starts the chronometer. The thread is taken with the right hand. Thread
the first needle. Thread the second, third, fourth, and fifth and sixth needles. Stop the
chronometer. It has to make sure that make sure that all the needles have no sharp points
and all of the eyes face the same direction. The needle protectors should be firm.


Two arm co-ordination test
Purdue pegboard test
Purdue pegboard test comprises of two tests for testing a candidate's two arm
coordination that too for executing intricate operations which require high level of
concentration. The candidate has to use both his hands simultaneously and start by
picking up a pin from the cup on his right with his right hand and at the same time picks
up a pin from the cup on the left with their left hand, while placing the pins down the
rows, beginning from the top. At the end of exactly 30 seconds, the numbers of needles
inserted are counted, and the score is recorded. In the second test under this test battery,
the candidate would have to complete an assembly of a pin, washer, collar and washer, in
the same order under a period of 60 seconds. The score is calculated by counting the
number of parts assembled.

Sewing test( if the operator is experienced)
Sewing test is conducted for the candidate having some prior experience in the similar
field. Trainability test is done for this purpose. Trainability test is intended to assess the
ease with which a candidate can learn the type of skill required by the job. The test has
been divided into two parts. The first part of a trainability test which consists of a
carefully standardized process of instruction during which the trainer introduces a task,
explains and demonstrates each step, for example how to pick up the two parts
simultaneously, sewing start and end points , pivot points, number of sewing bursts in
between, lifting of presser foot, cutting of thread, and disposing of. The task use to
perform by the candidates once or twice while being coached. The second part is the
actual test, when the candidate performs the tasks several times without any help.. The
trainee will get three attempts and will be evaluated in the third try only. The trainer
observes and uses a structured checklist to record errors. Towards the end of the
performance period, the instructor rates the overall trainability of the candidate.
Trainability tests are not only used as pass/fail selection instruments but it may also
enable applicants to get the clearer understanding of the job in question.

Vision requirement and color blindness
Vision requirement and color blindness have explained that the ability to read and
differentiate among variations in color- hue, value and intensity, geometric forms- linear,
plane and solid contours area and spatial relationships are important for sewing operators.
The test to check the color blindness is KSP (Kurt Salmon Perception) test - Visual
accuracy and speed & color blindness test.

Shape test
The purpose of the shape test is to analyze the intelligence and ability to establish spatial
relationships, as in apparel industry, the cloth pieces have to be matched and placed on
the machine rapidly and accurately. This test consists of test A and test B. In test A, the
candidate has to place the shapes into the suitable spaces with one hand as soon as
possible. B test contains half shapes of test A. Two hands can be used in test B.
Performance of the candidate is determined by the time passed the test.
 Time sense and sight reading
Sight reading is a work cycle activity of anticipating, visualizing and planning the next
phase of activity cycle in sufficient time to permit the doer to execute the next phase and
its relationship in preceding phase with proper phase requirement. It is mantle process. A
skillful operator can pickup and preposition the next piece for sewing, while the present
piece is being sewed, without disturbing the desired rhythm or tempo of the sewing cycle.
The pattern concept of sight reading- sight reading is based on pattern concept. The good
sight reader can see, grasp and mentally retain large patterns regardless of whether the
patterns are formed by music notations or fabric contours and sewing guides
 Communication ability test
This test comprises of reasoning tests, designed to measure the candidate's problemsolving abilities and communication skills. Verbal critical reasoning questions assess the
candidate's ability to use words in a logical way. These questions may take the form of
comprehension exercises, which are straightforward or more complex statements where
the best tactic is to make notes about what you can deduce from each part of the text.
These tests usually consist of 10 to 15 questions which need to be completed in 20 to 30
minutes and are designed to test your reasoning ability rather than your facility with the
language. The questions measure the understanding of vocabulary, class membership and
the relationships between words. Some questions measure the ability to perceive and
understand concepts and ideas expressed verbally. While these questions are designed to
measure reasoning ability rather than educational achievement, it is recognized that verbal
reasoning test scores are influenced by educational and cultural background.
 Numerical Ability test
Numerical ability tests assess the mathematical abilities, as also the ability to use numbers
in a logical and rational way. The test can be divided into tests of simple numeracy, where
the candidate is told which arithmetic operations to apply, and numerical reasoning tests
where candidates are presented with some data and questions but the methods required to
answer the questions are not specified. Numerical Reasoning questions assess their ability
to use numbers in a logical and rational way. The questions require a basic level of
education to successfully complete and are therefore measuring numerical ability rather
than educational achievement. The questions measure their understanding of things such
as number series, numerical transformations, the relationships between numbers and the
ability to perform a numerical calculation.
 Other factors
 Tracing the star
There is a kind of memory that is largely unconscious, but very important We learn and
remember essential skills, such as walking, using chopsticks or riding a bicycle. The
mirror tracing activity is visual and motor test that involves learning a new motor skill.
The task requires moving a pencil to trace the diagram of a star while looking at your
hand only as a reflection in a mirror. The act of drawing is a learned skill that requires
visual and proprioceptive feedback to control muscle movement. The characteristics
checked during this test are proception ability, ability to learn a new motor skill,
cognition, sensory and muscular activity. The candidate has to trace the star pattern
looking at mirror tracing clockwise and counterclockwise and decide which feels most
comfortable. In this test candidate can use either hand or use the most comfortable
combination i.e. left-handed clockwise and so on.
 Cut the number
In this test, participants are given a sheet showing several simple 2-D geometric figures.
On each trial, they are shown a complex 2-D figure, and their task is to locate the simple
figure within the complex figure and to trace it in pencil. There are three sections with 9
items each for which participants are allocated 5 min a piece.
 The arrow span test
The arrow span task is the memory span equivalent to the rotation span task. It measures the
ability to maintain spatial information in working memory.
2. Machine nomenclature of parts, Inserting Needle into Needle Bar and explaining proper
posture of sitting at the machine
3. Sewing machine control exercise on Paper – 6 different exercises are used
4. Sewing machine control exercise on fabric – 6 different exercises is used
5. Fundamentals of threading the machine – threading bobbin winder, loading bobbin,
inserting loaded bobbin case into the machine hook etc.
6. Machine control and sewing bar tack
7. Handling and sewing – different fabrics, trimming thread, turning material while sewing
and top stitching, adding fullness to seams
8. Sewing machine adjustment
9. Preparation of garment Mocks.
2B. Mention garment operator Training Initiatives by various bodies like
Government , Government aided, Private and Brands.
Apparel Sector- Industry Overview
Indian Textile and Clothing (Apparel) industry is the second largest manufacturer in the
world. The Indian textiles and clothing sector is expected to grow at 10.01 percent in the next
10 years. The Indian textile sub-sector has traditionally been contributing significantly to the
economy and manpower as well as to the structural changes in the manufacturing sector.
Indian technical textile market is spread across all the 12 segments with Mobiltech, Packtech,
Clothtech and hometech having the major share in the market. The domestic consumption has
seen high growth of over 15% per annum in the segments of Mobiltech, Geotech and
Indutech while the key segments of Packtech, Sportech, Meditech and Buildtech grew at over
10% per annum. However, the demand for specialised technical textile products is still in a
very nascent stage and is expected to be the driver in the future. The technical textile industry
currently contributes to just around 0.75% of the total GDP of India at current prices. The
technical textile industry contributes to roughly 12% of Indian textile Industry at present
which is very less compared to other developing countries like China where technical textile
Industry accounts for around 20% of the textile sector.
There are 1.5 cr people, at the moment, who are working in the apparel industry which is likely
to increase by 2022 to 2.14 crore. Among these sixty percent of the garment workforce across
India is female, with significant variation by region. Moreover, India has high rates of
informal and home-based work, particularly among women, so the number of women
contributing to the global apparel sector is likely much larger.
Various initiatives taken for garment operators are as follows: Apprenticeship Training Scheme under Apprentice Act 1961
The Apprentices Act, 1961 was enacted with the objective of regulating the programme
of training of apprentices in the industry by utilizing the facilities available therein for
imparting on-the-job training. The Act makes it obligatory for employers in specified
industries to engage apprentices in designated trades to impart Apprenticeship Training
on the job in industry to school leavers and person having National Trade Certificate(ITI
pass-outs) issued by National Council for Vocational Training (NCVT) to develop skilled
manpower for the industry. There are four categories of apprentices namely; trade
apprentice, graduate, technician and technician (vocational) apprentices.
Reformation
The Apprentices Act, 1961 has been amended and brought into effect from 22nd
December, 2014 to make it more responsive to industry and youth. Key amendments are
as given below:

Prescription of number of apprentices to be engaged at establishment level
instead of trade-wise.




Establishment can also engage apprentices in optional trades which are not
designated, with the discretion of entry level qualification and syllabus.
Scope has been extended also to non-engineering occupations.
Establishments have been permitted to outsource basic training in an
institute of their choice.
The burden of compliance on industry has been reduced significantly.
Samarth
The textile and apparel industry is one of the earliest industries developed in India. Its entire
value chain from fiber to apparel manufacturing has a strong presence within the country. It is
the biggest employer after agriculture. In order to meet the skill gap in the industry and also
to supplement its efforts initiated through the Special Package for Garments and Made-ups,
the Government has approved the new scheme titled “Scheme for Capacity Building in
Textile Sector (SCBTS)” for the entire value chain of textile except Spinning and Weaving in
the organized sector, for a period of three years from 2017-18 to 2019-20 with an outlay of
Rs. 1300 crore.
About “समर्थ (Samarth)”
The ‘Scheme for Capacity Building in Textile Sector (SCBTS)’ also known by the name
“समर्थ (Samarth)”, signifies the broad objective of the scheme to skill the youth for gainful
and sustainable employment in the textile sector.
Objectives

To provide demand driven, placement oriented National Skills Qualifications
Framework (NSQF) compliant skilling programmes to incentivize and supplement the
efforts of the industry in creating jobs in the organized textile and related sectors,
covering the entire value chain of textile, excluding Spinning and Weaving.

To promote skilling and skill upgradation in the traditional sectors of handlooms,
handicrafts, sericulture and jute.
To enable provision of sustainable livelihood either by wage or self employment to all
sections of the society across the country.

The Scheme would target to train 10.00 lakh persons (9 lakhs in organised & 1 lakh in
traditional sector).

Nuthana javali Neethi 2013-18
Under the State Government scheme of Nuthana Javali Neethi 2013-18, it is targeted to
provide employment to 500000 people by attracting new industrial investments to the
tune of Rs.10000 Cr. in Karnataka State, during the policy period. Under this scheme, 144
Government SDC centres have been established with Government grant of Rs.27.00 lakhs
each. 168 private training centres with own machinery and infrastructure have been setup.
In total 312 skill development training centres are established in different Taluks across
the state. Through these centres skill development training will be imparted for period of
45 days in crafts like sewing machine operator, Handloom weaving & Powerloom
weaving. Under the scheme Government grant of Rs.9500/- per candidate for sdc centers
and Rs.11000/- per candidate for private centers will be provided as training expenditure.
During the training period Rs.3500/- will be paid to candidates as stipend in one
instalment. For Government SDC centers Rs.1000/- towards raw material and Rs.5000/towards training centres grant will be provided. If the training center is private center
Rs.1000/- towards raw material and Rs.6500/- towards training centres grant will be
provided. Grant to training centres will be released in two milestones. That is 50% cost
being first instalment soon after completion of training programme. Another 50% cost
being second instalment soon after completion of 60 days of trainee getting employment
in the Garment industries. Placement will be given to the trained candidate in various
textile industries across the state. EDP training will be provided to the potential
entrepreneurs to start their own textile industries. Once industries started their commercial
production various incentives and concessions will be provided from the Textile
Department under the scheme of Nuthana Javali Neethi 2013-18.

Scheme for assistance for training institutions(ATI)
The objective of the ATI Scheme is to strengthen capacity for training for Skill
Development, entrepreneurship, undertaking research and studies on MSME related
issues, providing training to staff of DICs and related Government institutions dealing
with MSMEs and strengthening overall capacity of National Institutions under Ministry
of MSME to undertake these trainings. Under Skill India Programme, skill training is
being given in accordance with the modules approved by the National Skill Qualification
Framework (NSQF). The objective of the scheme is to build capacity both physical
infrastructure and Human Resource (HR) in National Level Institutions under Ministry of
MSME to undertake skill development. National Institute for MSME (NIMSME) is a
premier National Level Institution for MSMEs. There are number of State Level
Entrepreneurship Development Institutions working on MSMEs issues. One of the
objectives of the scheme is to enable NIMSME and select State Level Entrepreneurship
Development Institutions to work on MSME related issues and undertake studies in
partnerships. State and Central Government Departments have large staff for providing
support to MSMEs. The scheme also proposes to improve capacity of staff working in
District Industries Centres and Industries Departments in States.

Deen Dayal Upadhyaya Grameen Kaushalya Yojana(DDUGKY)
Deen Dayal Upadhaya Grameena kaushalya Yojana (DDUGKY) is a centrally
sponsored State Scheme with sharing of (60:40) and is being implemented in the state
from 2013-14. Under this scheme, youths from 18 to 35 years of age will be recognized
for their qualifications (through 8th standard) and given a minimum of 3 months to one
year of quality training in various fields such as Computer, Hospitality, Data Entry,
Tourism, Mechanic, Nursing, Security Services, Tailoring etc .

Scheme for integrated textile park(SITP)
Integrated greenfield textile parks have been set up under the flagship Scheme of Ministry
of Textiles namely “Scheme for Integrated Textile Parks” (SITP) aimed at creating worldclass infrastructure for Textile Industry. In order to provide a fillip to the Apparel
Manufacturing Industry and generate additional employment, particularly for women, the
Finance Minister in his Budget speech of 2013-14 has announced an additional grant upto
Rs 10 crore per Park, for apparel manufacturing units within the parks upto Rs 50 Crore.
This additional support to apparel manufacturing units is expected to generate direct
employment upto 4,000 persons in each park, by leveraging the infrastructure already
created in the parks. This additional support would be available during the 12th Five Year
Plan.

The Clothing Manufactures Association of India
CMAI has been Associated with Apparel Training since 2008. Under this Initiative over
1600 Women Trainees were Trained as Sewing Operators and have been Employed in
various Factories in Baramati Hi Tech Textile Park Baramati. The Association was
Appointed by the Ministry of Textiles, Govt of India, New Delhi as One of the
Implementing Agencies under Component II of the Integrated Skill Development Scheme
(ISDS) to Train 35000 Trainers in the 12th Five Year Plan (Upto 31st March 2017). CMAI
is in the Process of setting up a State of Art Apparel Training Centre at Asmeta Texpa,
Bhiwandi which will Impart Training to about 1,000 Trainees Annually and provide them
with Employment in the Garment Factories in the Apparel Park. This will also benefit the
Members who have set up their Manufacturing Units in Asmeta Texpa as they will get
Trained Workforce for their Factories.

Kriti
KRITI SOCIAL INITIATIVES (Kriti) is a Not-For-Profit organization established in
2009 by like-minded corporate professionals. ... By working in the areas of economic
empowerment of women and education of children, Kriti works towards the larger vision
of eliminating urban poverty.
 Milan
Skill development training for women
Project Milan is a vocational skills training program by Kriti. It is aimed at
empowering women through training. Under this program, women are taught tailoring
and hand embroidery to help them establish a livelihood of their own. While we have
been training since our conception, Project Milan has helped us focus on building
crossfunctional traning content while scaling up our reach.

P.A.C.E- Empowering women
Launched in 2007, the innovative Personal Advancement & Career Enhancement
(P.A.C.E.) program was initially created to support women in the global apparel industry.
Although women represent the majority of the sector’s workforce, relatively few have the
opportunity to advance to management positions, and many lack access to the education
and skills training they need to support their personal and professional growth.
P.A.C.E. is developed to give these women the foundational life skills, technical training
and support that will help them advance in the workplace and in their personal lives, as
documented in the program’s evaluation results.
Being involved in a transformational journey themselves, P.A.C.E. trained women had an
aspiration for their daughters to participate in a similar program. In 2016, Gap Inc.
expanded the P.A.C.E. programming to include adolescent girls in two age groups (11-13
and 14-17) as a result of the vision that P.A.C.E. graduates had seen for their own
daughters to possess better life skills, to be bolder, braver and able to negotiate their
problems more effectively.

HER Finance
Believing that by simply changing the way in which women factory workers receive their
wages, the household power dynamics can be shifted, Business for Social Responsibility
(BSR) designed HER finance Digital Wages program. Through this programme, tabletbased toolkit is used to support and advice the factories.
Mastercard and BSR are building on the lessons from HER finance in Bangladesh and
partnering with several major global brands, including Levi’s, VF Corporation and Marks
& Spencer to help improve garment workers’ financial empowerment and accelerate the
transition to digital wages.

The Skill India Initiative
The Skill India initiative aims to enhance employability and create jobs through 10
initiatives in skill development and entrepreneurship. Currently, Skill Development
Programmes (SDPs) are being implemented by some 22 ministries and departments of
the central government. The draft New Education Policy (2016) proposes to integrate
skill development programmes with the curricular of 25% of schools and higher
education institutes.
Under the Long Term Skill Development Training programme there are 18 National
Skill Training Institutes exclusively for women that are imparting the knowledge
based on a varied skillset such as Office Management, Electronics, Fashion Design
and Technology, Computer Aided Embroidery & Designing, Artificial
Intelligence, 3D printing, Data Analytics etc. and also across in skills like welding,
automobile mechanics etc. Further, the flagship program of the Ministry, Pradhan
Mantri Kaushal Vikas Yojana serves to develop short term skills. There are
Government Initiatives like Ayushman Bharat, Swachh Bharat Mission, Smart City
Mission etc. to align skill development efforts to these national missions by ensuring a
steady flow of skilled workforce.
Skill India through NSDC, is conducting focused pilot Apprenticeship program with
UNDP and Society of Development Alternatives (DA), to benefit more than 50,000
women in 7 states/UTs over duration of 15 months.

Raymond
The Raymond Limited was established in September 1925 to acquire the Woolen
Mills in Thane known as WADIA WOOLEN MILLS; it was managed by E. D.
Sassoon & Co. Until November 1944 when the entire share holding was acquired by
JAGGILAL KAMALPAT SINGHANIA of Kanpur, subsequently J. K. Trust
Bombay, acted as managing agents. There after the name was changed to Raymond
Woolen Mills Limited. In late 1994, the “Raymond Woolen Mills” was changed to
“Raymond Limited”. Traditional product lines were discounting. High quality
becomes a numbers of watchwords and the diversification program got head start.
Non traditional blends of natural and manmade fabrics were introduced back by sound
research & Development. This resulted in greater consumer satisfaction both at home
and abroad. The idea of J& K was to develop an organization with a diversified
product line. Over the year the organization grew in structure and nature. To facilitate
better involvement of the top management in the organization effort, the J. K.
Organization was divided into three zones i.e., Western, Central and Eastern. The
Raymond Limited in Chhindwara is a part of Western zone.
 Skilled Tailoring Institute by Raymond (STIR)
A unique employment linked CSR initiative of Raymond is the Skilled
Tailoring Institute by Raymond (STIR) conceptualised to train
unemployed youth, women, minority community and lesser privileged
sections of the society in the art and science of tailoring. This initiative
aims to upgrade their skill set and encourage employment and entrepreneurship.
STIR has signed a Memorandum of Understanding with the Directorate General
of Employment and Training in 2014. It continues its work through 3 centres
situated in Kolkata, Jaipur and Lucknow. Raymond also pursues the objective of
creating a robust tailoring ecosystem to equip 1 lakh tailors in the next 5 years.
The initiative started with setting up 25 tailoring hubs in the Year 17-18 and aims
to expand 50 hubs by 2020. Currently, there are 9 tailoring hubs located in
Mumbai, Delhi, Bihta, Jamshedpur Jaipur, Nashik, Villupuram, Ranchi and
Bengaluru. There are 995 certified tailors under this initiative and we aim to train
20,000 during the year 2017-18.

Skill Development
Raymond is also taking measures to create a robust tailoring ecosystem
to skill 1 lakh tailors in the next 5 years. Setting up 25 Tailoring Hubs in
FY 17-18 and ta king the tally to 50 hubs by 2020.

Shahi Exports
Shahi exports ltd is world’s second largest, India’s largest garment exporter. It was started
on 1st July 1974 in Faridabad by Mrs. Sarla Ahuja. The company is having 62-65
manufacturing units, more than 1 lakh employees and having more than 6000 crore
turnovers annually. The manufacturing sites are spread among Haryana, Delhi, Uttar
pradesh, Madhya praedesh, Andhra Pradesh, Orissa, Telangana, Tamilnadu and
Karnataka. Karnataka being largest base having maximum units and 75% employee
share.
Shahi Exports feels that a major industry-wide challenge is retaining labour, especially
migrant labour. The first six months are the most crucial in determining who stays on in
the job and who does not, they say. Thus, as a company its is always looking at
mechanisms to generate better self-selection into the programme so that people who sign
up are likely to stay on, as well as to identify vulnerable groups that may benefit greatly
from the job.
Shahi took the responsibility to bridge the existing skill gap and have been working with
the state and national government since 2013 to establish skill training centers all across
the country. Under the government’s flagship skill development schemes such as Deen
Dayal Upadhyaya Grameen Kaushalya Yojana (DDUGKY) and Integrated Skill
Development Scheme (ISDS), Shahi have set up over 30 skill centers, training more than
20,000 women since 2013, 80% of whom have been employed. While most of the
trainees get employment at Shahi, they also collaborate with industry peers and place the
trainees in their factories.
Shahi, with a dedicated Skill Development team of over 200 people, brings several
advantages to the skilling ecosystem in the industry. The training curriculum is
continuously updated to cater to the industry and business requirements, ensuring that the
trainees are job-ready after the training. In several centers, the traditional 45-60 days
technical training is supplemented with soft-skills training (Gap Inc.’s proprietary
program – Personal Advancement and Career Enhancement), along with IT and English
training. Further, with over 60 factories across 9 states of India, Shahi have a continuous
demand for a skilled workforce and through our skill training, we are able to provide
guaranteed placement in our factories which is essential considering unemployment after
formal technical training is still quite high in India.

P.A.C.E
Personal Advancement & Career Enhancement P.A.C.E is GAP Inc.’s proprietary
holistic life-skills training program for Female Garment Workers. The garment
industry employs a majority female workforce. These women often lack access to
formal education and training to progress personally and professionally. P.A.C.E. has
been designed to allow them to unlock their true potential and fulfil their dreams.
Shahi was the first organization to run P.A.C.E. in its factories and has extended
capsule versions of this program to key influencers in P.A.C.E. participants’ lives,
including their male co-workers, supervisors and family members. Since launching in

2007, the program has expanded beyond factories to include women and girls in
community settings.
S.T.I.T.C.H.
Supervisors’ Transformation into Change Holders
S.T.I.T.C.H. is a soft-skills training program for line-level supervisors designed by
Shahi in collaboration with Options and Solutions and Good Business Lab. Through
modules such as problem solving, gender sensitivity, stress management, team
management, amongst others, the objective of the program is to reduce harassment
and improve line productivity.

Welspun
Home textile manufacturer Welspun India NSE 2.52 % collaborated with UN Women, a
subsidiary of the United Nations that works towards gender equality and women
empowerment. The association would help women at all levels of the value chain access
skill-building initiatives in technical and entrepreneurial sectors. The aim is to create
sustainable livelihoods to establish gender equality in the workforce, drive equal payment
opportunities, encourage women to take up leadership roles.

Amazon
Amazon India recently signed a MoU with Kudumbashree, a poverty eradication and
women empowerment programme implemented by the State Poverty Eradication Mission
of the Kerala Government for its pioneering programme called, “Amazon Saheli”.
Through this partnership, Amazon India is aiming to support, train and empower women
entrepreneurs associated with the organisation and provide a marketplace for them to
showcase their products to Amazon customers across the country. Kudumbashree is one
of the largest women empowerment programmes in the world with more than 1,000
Community Development Societies and reaching more than four million women across
14 districts in Kerala.
 AEPC & Marks & Spencer collaborates to empower women
Apparel Exports Promotion Council and Marks & Spencer launched their partnership in
accordance to the previously signed MoU to work together and encourage garment
factories to voluntarily join a programme on Gender Equality, “POWER” through
respectful workplace training.
The key project outcomes envisaged from this partnership include, women factory
workers to have improved knowledge on issues of gender equality, sexual harassment,
violence against women and grievance compensation, to make sure the institutional
mechanisms are conducive and gender equitable in target factories to address the
grievances of women factory workers and to review the Internal Committee as per the
requirements of the POSH act, 2013.
The project also targets to access to communication collaterals like posters, handbook and
Compliance manual templates for the factories to print and display at the conspicuous
locations of their premises and implementation of Prevention of Sexual Harassment
Policy, gender diversity policy and Non- Retaliation policy templates for immediate
implementation of the requirements of the act.
The key components of the training include awareness and understanding about gender
equality, violence against women and girls, sexual harassment of women at workplace
and public places, execution of safe workplace with provisions and issue-mapping
exercise, key provision under Sexual Harassment of Women at Workplace (Prevention
and Redressal) Act 2013.
References
https://apparelresources.com/business-news/manufacturing/3as-operator-selection-evaluateaptitude-ability-attitude/[ Accessed 28 May 2021].
https://www.onlineclothingstudy.com/2013/05/sewing-operator-training-its-benefites.html
[Accessed 28 May 2021].
https://www.slideshare.net/paapetuhin/a-project-report-on-training-development-opportunities-intextile[Accessed 28 May 2021].
https://dgt.gov.in/sites/default/files/CUTTING_AND_SEWING_MACHINE_OPERATOR.PDF[Accessed
28 May 2021].
http://texmin.nic.in/sites/default/files/SCBTS-Guidelines.pdf[Accessed 28 May 2021].
http://www.karnatakadht.org/english/njn-schemes.php[Accessed 30 May 2021].
https://www.nimsme.org/ranzo/uploads/articles/GIEMA%20Publication_1033.pdf[Accessed 30 May
2021].
https://kaushalya.karnataka.gov.in/info2/Deen+Dayal+Upadhyaya+Grameen+Kaushalya+Yojana+(DDUGKY)/en[Accessed 30 May 2021].
http://www.karnatakadht.org/english/pdf/guidelines-apparel-manufacturing-units.pdf[Accessed 30
May 2021].
https://www.raymond.in/[Accessed 30 May 2021].
https://www.shahi.co.in/[Accessed 30 May 2021].
https://perfectsourcing.net/ps-exlcusive/apparel-sector-empowering-women/[Accessed 30 May
2021].
Thank you