Overview of ITIs 

India runs ~15,000 ITIs with ~26 lakh seats, but enrolment hovers near ~13 lakh—an under-utilization of ~50%. The footprint is concentrated: Uttar Pradesh, Rajasthan, and Bihar together host >40% of ITIs, shaping local supply and placement dynamics. Across ~165 NSQF trades (6 months–2 years), curricula remain practice-heavy (~70% practical / ~30% theory). 

This analysis draws on Ken Research’s “Decoding Employer Perception of ITIs and Vocational Training in India” survey of ~120 employers in Gujarat, Haryana, Tamil Nadu, and Delhi. Priority sectors mirror state clusters—Manufacturing, Electrical, Automotive—with others spanning IT/ITES, Construction, Electronics & Hardware, Textile & Apparel, Chemical, Healthcare, and Fabrication. 

Admissions skew to Electrician, Fitter, and COPA/IT Support. Average enrolment sits around ~56% in engineering trades and ~53% in non-engineering—signaling clear demand clusters where seat planning, industry tie-ups, and capacity utilization can be sharpened. 

 

Global Best Practices 

From an initial scan of 50+ countries, a multi-stage shortlist using macro and VET criteria (GDP and industrial depth, education penetration, youth unemployment <~5%, vocational participation >~15%, system flexibility, infrastructure, and policy/industry support) narrowed to four reference models: Germany, Switzerland, Republic of Korea, and Australia. These systems pair strong labour-market linkages with structured pathways and predictable funding/quality assurance—useful anchors for India’s ITI reforms.

Country-wise Best Practices: 

• Germany: A mature dual system with a majority work-based component and school learning, paid apprenticeships, early vocational entry, and easy switching between academic and vocational tracks—driving high VET uptake and employer trust. 

• Switzerland: Labour-market–accepted professional routes with a dual-track (3–4 days practice / 1–2 days theory), progressive stipends, fallback 2-year federal VET certificate, and a broad occupation menu, leading to strong wage and employment outcomes. 

• Republic of Korea: Tight industry collaboration (internships/co-op), multiple specialized school pathways (incl. Meister), high employment rates for VET graduates, and a culture of lifelong learning that keeps skills current with tech change. 

• Australia: Early vocational exposure (Certificates I–IV), flexible pathways that allow switching between academic/vocational streams, and embedded workplace learning via internships/co-op—supporting smoother school-to-work transitions. 

Where India Stands 

India’s VET pathway typically begins later (?14–15 years) and spans ~165 broadly framed trades. Uptake is modest (~3%), practical exposure is lighter, and vocational progression usually caps earlier than in dual-system leaders. Employer co-ownership, stipends, and QA are improving but uneven, and women’s participation remains comparatively lower—placing India at an evolving, consolidation stage versus mature global models. 

Ecosystem Partnerships 

Across states, the strongest employer–ITI pipelines emerge where structured placement programs and active STRIVE–IAI clusters are in place. Tamil Nadu and Delhi exemplify this with marquee OEM tie-ups and state-led pathways; Gujarat scales through Flexi-MoUs and GIDC enablement, while Haryana emphasizes entrepreneurship, assessment dashboards, and overseas linkages. 

Heading- Industry Engagement 

Key Takeaways: 

Employer–industry linkage is tightening: Delhi is rolling out TECOS and a Transformative Placement Strategy to systematize outreach, trainer upskilling, and centralized campus drives, while Haryana advances Udhyami Haryana with a State ITI Assessment Dashboard to embed entrepreneurship and track outcomes. 

Access-to-employment is widening as Gujarat scales Kaushalya Vardhan Kendra (doorstep skilling) and the Employment Extension Bureau, creating a clearer bridge from training to jobs and improving first-job visibility. 

Delivery quality is rising in Tamil Nadu through an Internship Training Scheme (?5,500 trainees in 2024) alongside Virtual Classrooms/Training Simulators, strengthening sustained shop-floor exposure and day-one readiness. 

Voice of Employers 

  

Market context & hiring lens: 

With capex steady in core industries, responses skew to larger firms (~40–63%) and HR decision-makers (~66–87%). Hiring remains anchored in traditional roles (?77–85%), while green jobs (~15–23%) are rising from a small base as SMEs balance cost and retraining needs. 

 

State demand & near-term outlook: 

Demand tracks state industrial bases—manufacturing in Gujarat/Tamil Nadu, automotive in Haryana, and IT/ITES with construction/services in Delhi. Near term, recruitment stays plant-oriented (production, quality, maintenance), with gradual lift in EV/clean-energy roles where partnerships and labs are active. 

Recommendations 

According to the survey, Ken Research analyzed the evidence and provided actionable insights, suggesting the needful steps to the client. 

• Align courses to demand: re-map trades/seat mix to local industry needs and run cluster-based placement drives. 

• Strengthen apprenticeships: expand OJT/apprentice slots with industry co-delivery and short, structured induction. 

• Upgrade enablers: improve dashboards/portals (NCVT, apprenticeship, alumni–employer) and add basic digital/communication modules with women-friendly facilities. 

Scope Description (this will be in table like scope of the report) 

A. Assessment & Comparison of Training Models 

• To dipstick on types of vocational training models (Global best practices vs Domestic best practices) across top 5 industries 

• Program Curriculum 

• Demand Drivers 

• Mode of Programs (hybrid / online) 

• Enrollments – Hyperlocal vs National vs International 

B. Ecosystem Partnerships 

• Evaluating ITI Partnerships in Gujarat, Tamil Nadu, Delhi and Haryana (Engagement Levels, Strengths, Weaknesses, Best Practices, Key Industry Clusters in terms of Major Industry Bodies and Existing Partnerships, Industry Contributions) 

• Assess state incentives for employers, focusing on tax benefits, subsidies, and OJT/apprenticeships, especially for female ITI graduates 

C. Voice of Employers 

• <Telephonic Discussions / Surveys across States – Delhi, Haryana, Gujarat, Tamil Nadu> 

• Key attributes to focus are awareness, perception analysis, hiring expectations, challenges, retention and performance and gender diversity and employer commitment 

• Examining industry engagements with gig workers/self-employment 

• Mapping green job providers across energy, mobility, construction industries 

D. Key Insights & Recommendations 

• Strategies for industry engagement 

• Proposing training programs to match current and emerging industry needs 

• Methods to boost industry engagement 

• Governance and incentive structure 

• Strategies to improve state govt. incentives 

• Proposing govt. frameworks 

• Providing insights to state DET on improving industry engagements