Contents

Training Opportunities ........................................................................................................ 1

COMPETITION IN THE AREA ........................................................................................ 4
SKILLS AND DEVELOPMENT COUNCIL ................................................................. 4
NATIONAL TRAINING BUREAUE ............................................................................. 4
PIM Karachi ..................................................................................................................... 5
PAKISTAN MANPOWER INSTITUTE ........................................................................ 7
MANAGEMENT DEVELOPMENT INSTITUTE ......................................................... 7
SECRETARIAT TRAINING INSTITUTE ..................................................................... 9
SMEDA ............................................................................................................................ 9
PITADS .......................................................................................................................... 10
TEVTA ........................................................................................................................... 11
Vocational Training .................................................................................................... 11
What training to offer ........................................................................................................ 11
How to arrange manpower ................................................................................................ 12
How to get license of city and guilds ................................................................................ 12
Marketing Technique ......................................................................................................... 12
Trainability ........................................................................................................................ 12
Equipment and facility requirement .................................................................................. 13
Financial Statement ........................................................................................................... 13

TRAINING OPPORTUNITIES
 Automotive
o Auto care Technician
o Heavy Vehicle Service and Maintenance Technician
o Motor Vehicle Service and Maintenance Technician (Light
Vehicle)
 Beauty
o Beauty Therapist
 Building services
o Craftsperson
o Engineering Installer
o Gas Engineering
o Installation / Maintenance Technician (Electrotechnical)
o Plumbing and Domestic Heating Technician
o Refrigeration Air Conditioning and Heat Pump
 Business skills
o Actuarial Technician
o Business Administrator
o Customer Service Practitioner
o Customer Service Specialist
o Insurance Practitioner
o Insurance Professional
o Investment Operations Administrator
o Investment Operations Specialist
o Investment Operations Technician
o Operational Delivery Officer
 Children
o Children Young People and Families Practitioner
o Children Young People and Families Manager
 Construction and built environment services
o Advanced Carpentry and Joinery
o Bricklayer
o Carpentry and Joinery
o Plasterer
o Property Maintenance Operative
 Digital and IT
o Cyber Security Technologist
o Digital Marketer
o Infrastructure Technician
o Network Engineer
 o Software Developer
o Unified Communications Technician
 Engineering
o Engineering Technician (Aerospace Manufacturing Electrical /
Mechanical and Systems Fitter)
o Engineering Technician (Aerospace Manufacturing Fitter)
o Engineering Technician (Aircraft Maintenance Fitter/Technician
(Fixed And Rotary Wing) - Military)
o Engineering Technician (Airworthiness Quality, Planning and
Safety Technician)
o Engineering Technician (Machinist - Advanced Manufacturing
Engineering)
o Engineering Technician (Maintenance Operations)
o Engineering Technician (Maritime Electrical Fitter)
o Engineering Technician (Maritime Fabricator)
o Engineering Technician (Maritime Mechanical Fitter)
o Engineering Technician (Maritime Pipeworker)
o Food and Drink Maintenance Engineer
o Maintenance and Operations Engineering Technician (MOET)
 Hairdressing
o Hair professional
 Health and social care
o Adult Care Worker
o Dental Nurse
o Healthcare Assistant Practitioner
o Healthcare Support Worker
o Lead Adult Care Worker
o Senior Healthcare Support Worker
 Hospitality and catering
o Chef de Partie
o Commis Chef
o Hospitality Supervisor
o Hospitality Team Member
o Senior Chef Production
 Land-based services
o Arborist
o Equine Groom (Breeding)
o Equine Groom (Racing - exercising groom)
o Equine Groom (Racing - yard based groom)
o Equine Groom (Riding)
o Equine Groom (Non-riding)
o Forest Operative Establishment and Maintenance
o Forest Operative Harvesting
o Golf Greenkeeper
o Horticulture Operative
o Landscape Operative
o Service Engineer (Agriculture)
o Service Engineer (Arboriculture and Forestry)
o Service Engineer (Construction Plant Maintenance)
o Service Engineer (Fixed Plant and Storage)
o Service Engineer (Ground Care)
o Service Engineering Technician (Agriculture)
o Service Engineering Technician (Aboriculture and Forestry)
o Service Engineering Technician (Construction Plant
Maintenance)
o Service Engineering Technician (Fixed Plant and Storage)
o

 Leadership and Management

 Marine
 Rail
 Retail
 Travel and tourism
 COMPETITION IN THE AREA

SKILLS AND DEVELOPMENT COUNCIL

1. Inhouse Training
a. UI/UX Web Design & Development
b. Web Development
c. How to Conduct Interviews---Course
d. Graphics Designing
e. PLC-HMI-SCADA Course
2. Institutional Training
3. Partnership training

NATIONAL TRAINING BUREAUE

Tr
ad Duration
e

1 Architectural Draughtsman

2 Auto Mechanic

3 Electrician

4 Civil Surveyor

5 Quantity Surveyor/Estimation

6 Refrigeration & Air conditioning (HVACR)

7 Electronic Technician

8 Industrial Automation

9 Welding Arc, Gas, Tig & Mig

 Auto CAD, Turner Machinist & CNC
10
(Programming and Operation)

11 Auto CAD Civil

12 Draughtsman (Civil)

13 UPS/ Generator Repair

14 Welding (Tig & Mig)

15 Computer Hardware/Networking

16 Computer Application

17 Mobile Repairing

PIM Karachi
FEE
FROM TO TRAINING PROGRAM FACULTY
(RS)

07-01- 09- FINANCIAL ANALYSIS: CONCEPTS AND

M. SYED UL HAQUE 27000
19 01-19 TECHNIQUES

07-01- 09- TEAM WORK: GETTING PEOPLE TO WORK

ASLAM SONI 27000
19 01-19 TOGETHER

07-01- 08-
EFFECTIVE DELEGATING SKILLS ADEEL ZEERAK 21000
19 01-19

MANAGERIAL TRANSITION: FROM

14-01- 15-
OPERATIONAL MANAGER TO STRATEGIC M. SYED UL HAQUE 27000
19 01-19
THINKER

14-01- 15- ART OF MANAGING CONFLICTS

SHEHLA YASMEEN 21000
19 01-19 EFFECTIVELY
 21-01- 22-
NEGOTIATION SKILLS ASLAM SONI 21000
19 01-19

21-01- 22-
ADVANCED MS EXCEL ALEEM HABIB 18000
19 01-19

22-01- 23-
BRAND TO PRODUCT MANAGEMENT QASHIF EFFENDI 21000
19 01-19

28-01- 29- MANAGING MULTIPLE PROJECTS

LAIQ UR RAHMAN 21000
19 01-18 EFFECTIVELY

28-01- 28-
RAPPORT RUQAIYA FAKHRI 12000
19 01-19

28-01- 29- AURANGZAIB

WORK PLACE DIVERSITY 21000
19 01-19 MUBASHIR

28-01- 29- INTERNAL AUDITING FOR INTEGRATED

ASLAM MUSTAFA 21000
19 01-19 MANAGEMENT SYSTEMS

PAKISTAN MANPOWER INSTITUTE

Ministry of Federal Education and Professional Training
MANAGEMENT DEVELOPMENT INSTITUTE
MDi Pakistan programs and services can be categorized in the following areas:

 MDi Business School (BBA, MBA, Masters Degrees)

 Executive Training Programs
 Consulting and Project Development Services
 E-Learning Programs
 Entrepreneurship and Micro-Enterprise Development
 Content and Module Development
 English Language and IELTS
 Business Skills Foundation and Youth Programs
MDi Pakistan clients include:

Oil and Gas

OMV Pakistan
Attock Refinery Ltd Manufacturing
BHP Billiton Interloop
Banking and Finance Ocean Petroleum Packages Ltd
Askari Bank Ltd Eni Pakistan Bata Pakistan
Khushhali Bank Total Parco EcoPack Ltd
Silk Bank OGDCL Murree Brewery
Bank Alfalah Inter State Gas TriPack
SME Bank Pakistan Petroleum Pakistan Steel
Pakistan State Oil Bestway Cement
Petronas Malaysia Fauji Fertilizer
Polish Gas
Sprint Oil and Gas

Multinationals Hospitality and Travel

Construction and Property
ICI Serena Hotel
Bahria Town
Pepsi International Marriott Hotel
Emaar Pakistan
GlaxoSmithKline PIA

Local and International

NGOs
Concern Worldwide
UN and International
Islamic Relief
Agencies
GiZ Pakistan
World Bank Public Sector
Aurat Foundation
IFC NADRA
Merlin
UNICEF Ministry of Women
Mercy Corps
UNFPA Development
Rescue Committee
UNFAO Minstry of IT
Rozan Pakistan
UN Women Bureau of Statistics
Catholic Relief Services
ILO OGRA
PPAF
JICA NEPRA
Relief International
IOM Pakistan Railways
Save the Children
Aga Khan Foundation
World Vision
US Education Foundation
Kashf Foundation
GAVI
RSPN
SECRETARIAT TRAINING INSTITUTE

SMEDA
No. of Trainings/
Workshops/
Seminars

Knitting 1

Spinning 1

Garments 19

Auto Parts 32

Foundry 1

Energy Efficiency 20

Export Leather
1
Marketing

Processing 1

Multiple Sector -
6
Textile/Auto

Pharmaceutical 1

Fan Sector 2

PITADS
Specialised Training Programme (STP)
PITAD conducts a comprehensive, 9 months Specialized Training Program (STP)
for newly inducted Commerce and Trade Group officers of the Civil Service of
Pakistan.The officers of Commerce & Trade Group from 44th batch/common of
Civil Services of Pakistan joined Pakistan Institute of Trade and Development
(PITAD) for their nine month Specialized Training Programme (STP) on 17th April
2017. It is the 24th Batch of Commerce and Trade Group that would undergo STP.
The STP aims to equip the officers with the knowledge and skills necessary to
managing international trade and commercial diplomacy. Specialized Training
Programme covers the following :

 International trade theory and practice

 Issues in Pakistan’s economy and potential export sectors
 Evolution of multilateral trading system and agreements under
GATT94/World Trade Organization
 Trade development practices in Pakistan; public policy and practice
 Regulatory framework of business in Pakistan
 Global marketing, export management and supply chain management
 Export procedures, promotion, logistics and compliance issues
 Trade diplomacy and market intelligence
 Information system and technology
 Office procedures, secretarial instructions and rules of business

Besides lectures on course modules, STP comprises of Individual Research Paper,

Group Research Paper, Data Analysis and Computer Skills, Seminars, workshops,
Book Review, Term Papers, Industrial Attachment and Local and Foreign Tours and
foreign language learning. Guest Speakers are also invited from different national
and international organizations to share their ideas on trade and development with
the trainee officers.

After its revamping, PITAD is now acting like a think tank for Ministry of
Commerce on trade related issues. It conducts research on trade, economy and
development issues. Findings of the research work carried out by PITAD are
also shared with the trainee officers.

TEVTA
Vocational Training
Sr. No Level Courses Institutes

1 Vocational Diploma View Course View Institutes

2 Diploma G-II (2 years) View Course View Institutes
3 Diploma G-III (1 year) View Course View Institutes
4 Certificate View Course View Institutes
 WHAT TRAINING TO OFFER
1. Start with what you know
a. Time management
b. Communication skills
c. Interview handling techniques
d. English Speaking Courses
e. Relationships
f. Weight loss
g. Language school
h. Home tutor services
i. Skill development center
j. Start an online school/learning
k. Tutor finder app
l. Online Scholarship Directory
m. Sewing Classes
n. Stress Management Courses
o. School and college supplies
p. Advanced Excel
q. Business Writing/Email Writing
r. Customer Service
s. Time Management/Productivity
t. Leadership Development
u. Team player and team building
v. Presentations Skills
w. Adobe Photoshop
x. Computer Basics
y. Databases: Microsoft Access (Level 1 and 2)
z. Business and technical writing
aa. Email: Microsoft Outlook
bb. Internet Basics - Microsoft Internet Explorer
cc. Cybersecurity
dd. Microsoft Office Version Upgrades
ee. Microsoft Visio
ff. Pivot Tables
gg. Presentations: PowerPoint (Levels 1-3)
hh. Spreadsheets: Microsoft Excel (Levels 1-4)
ii. Word Processing: Microsoft Word (Levels 1-4)
jj. Medical Assistant Training
 kk. Call center
ll. Digital Marketing
mm. Social Media Marketing
nn. Effective Interviewing
oo. Nursing business
pp. Hospitality and hotel management
qq. Hospital workforce
rr. Modern Farming Techniques (Milk production per capita 2200 in Pakistan against
8000 world average, because of poor breed)
ss. Recent graduate training about job skills (soft and hard skills)

HOW TO ARRANGE MANPOWER

1. Question of finding them
2. Question of their capability
3. Question of their availability
4. Question of what they charge

PROCEDURE AND REQUIREMENTS

As per our telephonic discussion today, Please find below the required information point wise:

1. Qualification Handbooks :

2850- Engineering

7689 - CAD

7513 – Social Media & Digital Marketing

7574 – ITQs for IT Users

1013 – Retail Knowledge

8939 - International Certificate in English Language

 Please download qualification Handbooks from above hyperlinks to review and select
the C&G Qualifications.

2. Details of Centre & Qualification Approval Process:

You will need to send us the filled soft copy of Centre & Qualification approval
application form along with CV of lead trainer/s. After examining the documents, City
& Guilds will take a decision to arrange a quality check by an external verifier. In
parallel, you will pay the centre & qualification approval fee directly to C&G (upon the
invoices generated by C&G). The whole process takes 4-6 weeks’ time.

 Centre Approval Fee GBP 400

 Qualification Approval Fee GBP 200 per qualification for all levels (Re-approval is
free provided minimum spend threshold GBP 5000/Anum is met)

Please download the Centre & Qualification approval documents here.

In addition to the Approval Form, we will require the following necessary documents for
the approval process:

 Centre Profile

 Marketing Plan

 Company Letter Head

 Company Organizational Chart

 CV’s (Trainers, Assessors, and Internal Verifiers)

 Pictures covering:
 o Building Outlook

o Training Room/s

o Class Room

o Information Desk

o Computer Lab

 Detail List of Tools and Equipment (Separate for each Module)

 Centre Policies

o Quality Assurance Policy

o Student Appeals Procedure

o Cheating & Plagiarism Policy

o Equal Opportunity Policy

 Payment (Proof of Payment Required)

METHODS OF DELIVERY
1. Lectures
2. Conferences
3. Presentations
4. Audio Visual techniques
5. Vestibule Training
6. Simulation exercises
7. Management games
8. Case Study
9. Role Playing

MARKETING TECHNIQUE
Marketing business
 1. Start with what you know
2. Determine what kind of work you enjoy
3. Decide what categories of people you enjoy working with them
4. Determine who has money to pay you
a. Consumers
b. Businesses
c. NGOs
d. Government agencies
e. Schools and Organizations

Marketing methods

 Government Liaison
 Corporation Liaison
 Brochures
 Marketing personnel
 Public relations
 Social media marketing for consumer
 Capability and Competence
 Export-led Business skills

TRAINABILITY
1. Look at what are great at
2. What stage of life are you in personally
3. What types of people do you find yourself most drawn to
4. Who do you most want to help
5. Transfer validity
6. Intra-organizational validity
7. Inter-organizational validity

EQUIPMENT AND FACILITY

REQUIREMENT
Building Outlook

o Training Room/s

o Class Room
 o Information Desk

o Computer Lab

 Detail List of Tools and Equipment (Separate for each Module)

 Centre Policies

o Quality Assurance Policy

o Student Appeals Procedure

o Cheating & Plagiarism Policy

o Equal Opportunity Policy

 Payment (Proof of Payment Required)

UNIQUE SELLING POINT

FINANCIAL STATEMENT
Courses on demand

Class based

Skills demand and skills shortage \

Instructors qualification, what is the degree, where are they qualified from

Skills development council

Tasks to be done

University degree credit hours shortage.

Visit training institutes, see what they are offering?

Talk to the trainers and ask them if they will be available in collaborating with us?

Find qualified trainers?

Search the market and see what is the skill gap?

Potential skill requirement outside Pakistan?

University courses outside Pakistan?

Unique Selling point?

High quality training, training leading to job, meaning collaboration with corporate environment, leading
to jobs outside Pakistan.

What training to offer?

Asking companies about the skill requirement in the market?

Courses that are valuable to the market and people?

Target market?

Pricing?

Cost?

Timing and duration?

Do they have money to pay you?

THE low skill level in the labor force is a major constraint in achieving economic
growth, job creation, a competitive manufacturing industry, and poverty alleviation in
Pakistan.
Yet little has been done by successive governments to improve technical and
vocational education and training. The country’s existing technical and vocational
education network covers a very small proportion of the population and the skill needs
of the economy.
A vast majority of businessmen considers the shortage of skilled manpower as big a
problem as their rising cost of production, and it affects their global competitiveness
as much as the energy crunch or the security conditions do.
To overcome the skill shortages, many manufacturers have instituted on-the-job
training at their factories.
ARTICLE CONTINUES AFTER AD

One of the country’s largest home textiles and garments exporters, for example,
spends a substantial amount of money to train industrial stitchers for his units. But he
still doesn’t have enough trained stitchers to meet his requirements. Obviously,
individual efforts are not enough to fill the skill gap in the economy.
Irfan Qaiser, chairman of the Technical Education and Vocational Training Authority
(TEVTA) in Punjab, realises the crucial importance of a trained labour force for
economic growth, exports and social inclusion. As a businessman, he is also aware of
the impact of the unavailability of trained manpower on costs, productivity and
competitiveness of the manufacturing and export industries.

‘The demand for skilled labour is enormous and far surpasses the supply. For example, a garment-maker
requires 6,000 industrial stitchers annually and we are producing only 200’
“If we want to achieve sustained economic development, remain globally competitive
and respond to technological changes, we have to provide market-driven technical and
vocational education to our children,” he said during an interview with Dawn.
Punjab — being the largest province with an estimated population of 100m and home
to a majority of the country’s poor — recently developed a Skills Sector Development
Plan under which it targets training 2m young people for productive employment by
2018.
The first thing Irfan did at the TEVTA was to change the way the bureaucracy looked
at technical education: creating new technical institutes without focusing on the
disconnect between what is taught to children and required by the economy.
“When I took over, I found out that we already have a very large infrastructure of 384
institutes and colleges spread across the province, which makes TEVTA the largest
vocational training provider in South Asia and South East Asia, excluding China. But
this infrastructure remained unused for a better part of the day,” says the former
president of the Lahore Chamber of Commerce and Industry.

The TEVTA is also collaborating with Akhuwat to provide interest-free loans of Rs50,000-100,000 to
its graduates to start their own businesses
So instead of spending the Rs2bn development funds allocated to the TEVTA for
constructing more new colleges and institutes, he decided to divert the money to enrol
more children and launch new short training courses that would help children get jobs
or start their own business.
“We have launched 60 short vocational training courses spanning three to six months
and started afternoon classes for optimal use of the TEVTA’s existing buildings. As a
result, our enrolment has gone up to over 200,000 students from 85,000 in a few
months. We now plan to start evening courses as well.”
The cost of enrolling 120,000-125,000 children has taken just 40pc of the authority’s
development budget. “We are not only providing free training but also giving a
stipend of Rs1,000 a month to each student.”
The TEVTA under Irfan — whose family owns a petrochemical plant in Sheikhupura
and is in the rice export business as well — is also collaborating with a non-profit
organisation, Akhuwat, to provide interest-free loans of Rs50,000-100,000 to its
graduates to start their own small businesses.
“We are transferring Rs500m to Akhuwat from our development funds for this
purpose. The idea is to implement a different kind of development through the
provision of skills and training to our youth and help them stand on their own feet and
contribute to economic growth, instead of constructing new buildings that will never
be used to their capacity,” he asserts.
“What is the use of education and training if a person does not have a job?” He
expects the job placement ratio of his graduates to grow to 85pc in less than a year
from the current 65pc because of the introduction of market-driven training. The new
courses are custom-made to suit the requirements of the market and industry.
“We are not producing enough skilled labour that can meet the requirements of local
and international markets. But we are now moving in that direction in collaboration
with businessmen and have started sending our children to employers to get training
on their machines without any additional cost. The employers will not only help us
train our students but provide them jobs on the completion of their training. The
spillover will be absorbed in the market.”
The TEVTA has already signed agreements with several companies in different
sectors like textile, food, furniture, paint, home appliances and packaging, most of
which require 75 to 200 trained workers every month.
“The demand for skilled labour is enormous and far surpasses the supply. We are still
not producing enough skilled manpower to meet the needs of the market. For
example, a garment-maker requires 6,000 industrial stitchers annually and we are
producing only 200. So the potential is certainly there.”
In addition to helping its graduates get useful employment in the country, the TEVTA
is also assisting them get jobs in the Middle East.
“There is a massive demand for masons, electricians, plumbers, drivers and cooks in
Qatar, the UAE and Saudi Arabia. We are in direct contact with employers,
negotiating higher pay on behalf of our students, and eliminating the role of
middlemen. We have sent 800 of our graduates to the Middle East in the last three
months and plan to send another 10,000 in the next one year,” Irfan says.
However, unless the government makes skill-development a political priority, the
possibility of the TEVTA going back to its old ways under bureaucratic influence
cannot be ruled out.

77% of Employers Not Happy with the Quality of Pakistani Graduates: Survey

While universities bicker over meaningless rankings, the fact is none of them are adequately preparing
their graduates for the workforce. However, identification of the problem is the first step and you need
data for that. A recent survey conducted by Career Advisory and Assessment Services aims to portray
the employers’ side of the matter.
Here are the major highlights and breakdowns from the survey.

 76% of employers aren’t satisfied with the quality of graduates

 95% of the recruiters believe that students study the subjects that do not match their
personality type because they do not receive quality career advice

Factors Considered When Hiring Fresh Grads

According to the survey, the major factors that influence hiring for new graduates (on a scale of
0-100) are:

 Relevant qualification: 86%

 Personal Presentation: 79%
 Soft Skills: 74%
 Volunteer Work: 50%
 Grades: 29%
 Extra Curricular Activities: 24%

The main takeaways are that while the degree matters, the grades don’t comparatively. Soft skills
and personal grooming, two factors often completely neglected by students specially in technical
fields, are the 2nd and 3rd most important things.
Skills Employers Think Fresh Graduates Lack
These are the skills missing from the toolsets of new graduates according to employers.

 Verbal Communication (83.63%)

 Positive Attitude (71.93%)
 Team Working (64.91%)
 Critical Thinking (59.06%)
 Self Confidence (59.06%)
 Written Communication (57.31%)
 Drive & Resilience (57.31%)
 Stress Tolerance (47.37%)
 Adaptability (46.20%)
 Time Management (45.61%)
 Self-Awareness (45.03%) and Planning & Organizing (45.03%)
 Integrity (43.86%)
 The ability to communicate effectively, in both written and oral form, is the most
important when it comes to making yourself an attractive resource to employers. Lots of
things like a positive attitude and stress tolerance can’t really be judged from a short
interview. That’s why young graduates should look to add things to their CV that
illustrate these skills.
  For example, are you a coder? Show work on open source software. Are you a business
grad? Mention that time when you organized a large event. The main thing is that you
shouldn’t expect employers to hand out jobs just because you completed a degree. It
takes a lot more to succeed at any good job and often your CV and interview can tell
employers all they need to make a decision.

Survey Methodology
The online survey was conducted by Career Advisory & Assessment Services via Google Forms.
Shared with the CHROs/Director HR/Head HR/Manager HR of over 500 companies on Monday
6th June 2016, it has so far been filled out by 171 respondents from 160+ companies. Answers
will be accepted till 30th September 2016.

IDEA/ Unique Selling Point

1. Partnering with corporate culture for the requisite skills
2. Marketing the offering to the recent graduate
3. Setting prices that are market competitive and business friendly
4. Helping graduates find the job

Aman Tech – Solving the

Pakistani Industry’s
Problems,One graduate at a
Time
June 13, 2017 By admin
Solving the Pakistani industry’s problems, one graduate at a time

The provision of skilled workforce to meet the growing industrial needs of a nation is
critical for the economic development and growth of the industry. To meet this demand,
there has been a global increase in the recognition of Technical and Vocational
Education (TVET) by governments and corporate sector alike, due to the skills gap it
fills.
According to a report published by Pakistan Bureau of Statistics in 2015, only 32% of
the Pakistani population is considered a part of the labour force. The provision of quality
primary and higher education in Pakistan is reserved for a rather small strata of this
over populated country leaving a huge gap of between the blue collar masses and the
white collar groups. It is therefore essential for Technical and Vocational Education to
be coupled with industrial progress and creation of opportunities. The core problem lies
in the inability of educational structures of Pakistan to produce a steady supply of
technical skills and expertise.

Education for the sake of employment

Over 118 technical and vocational training institutes were registered across Pakistan in
2009 to meet the dire industry need of a skilled workforce. Aman Tech is one of the
largest vocational training institutes in Pakistan, set up to arm the youth with competitive
technical skills and abilities. The facility has the capacity to train over 2,000 students at
a time.
The industrial sector of Pakistan is constantly growing, creating the demand for an
increasing number of skilled technicians to join the labour force. The proportion of
Pakistan’s labour force employed by the transport, manufacturing, service and repair
sectors is approximately 21% and rising. The industry is currently functioning on a
shortage of technicians who are skilled in particular trades and have practical
experience prior to joining the labour force.

At Aman Tech, the workshops have been built to provide the students with hands-on
experience in various trades, including analyzing, isolating, and fixing problems in
vehicles, refrigerators, air conditioners, wiring and circuitry. The Automobile,
Refrigeration and Air Conditioning (RAC), Mechanical, and Electrical & Electronics are
the most sought after trades at the institute.
Education at the Aman Tech has one primary goal – Employment. There is flexibility in
the trades that are offered, so that they are constantly aligned with the most persisting
demands of the industry. The alignment between the Industry and the City & Guilds UK
accredited curriculum at Aman Tech is a winning feature of the institute, so that its
output is captured into the workforce soon after the students graduate. This requires
collaborative liaison with the industry, and ensures that the institute can meet the dire
industry need of quality, consistency and numbers. High performing students have the
opportunity to take part in an exam for an official City & Guilds certification, which
boosts their employability when they join Pakistan’s workforce.
And it doesn’t end there. Performance of Aman Tech graduates is gauged by the
institute through regular feedback mechanism from organizations where they have been
placed. This allows for evolution of curriculum and high standard of instruction across all
trades.

“As a manufacturing organization, we have a dire need for skilled technicians from
various trades. In this regard, Aman Tech is doing an excellent job by giving fresh
candidates technical knowledge and onsite training so that they can easily become a
productive part of an organization.” – Kompass Pakistan

The purpose of vocational skills development in the youth is for them to have access to
an educational cycle that includes practical training and implementation. The trainee
should be allowed the benefit of making mistakes and learning from them so that he/she
is capable of facing the challenges at work. At Aman Tech, the curriculum across all
trades includes a mix of theoretical and simulation-based learning, to achieve
educational goals through experiential learning.

There is more to it than technical skills!

While technical knowledge and ability is required for one to be proficient at work, a large
proportion of workplace satisfaction and success depends on the ability to communicate
and engage with people.

Interpersonal communication skills play an important part in removing barriers between

employees and ensure the survivability of a productive environment. Today, HR
departments of every organization, stress upon the need for such abilities on a resume.

Life skills training classes are a mandatory part of every trade offered at Aman Tech.
Students take up various classes that teach them basic ethics and etiquettes to utilize in
their daily activities. Emphasis is laid on stress and time
 management, presentation
and dressing, interview skills and ethics. These sessions are designed to provide the
students a contained platform to practically implement what they learn. The students are
taught to ponder upon the idea of collaborative efforts and progress as a life skill that
will benefit them in the long run.

“We prefer to hire Aman Tech graduates because they have a rather positive attitude to
go with their quality technical ability and proficiency.” – PAAPAM

Blueprint to the problems

Considering Pakistan’s current predicament with respect to the inflation rate at 3.7%,
the salary structure in industry thrives to overcome rising prices. It is the responsibility of
the organization to offer its employees a respectable monetary compensation for their
services and keep a check on the inflation rate in the country.
The place ment rate of 74%, Aman
Tech ensures that capable graduating students receive job offers from various
established companies and opportunities of growth in their professions. The institute
has made over 3,200 certified placements in local industry and 198 international
placements.

The worldwide thrust towards the advancement of vocational education and training is
to address the increasing crisis of poverty, and the development of skills capable of
global competitiveness. The world of work is changing; characterized by rapid
technological and systematic advancements, coupled with a decreasing labour
participation rate.
In order to solve the problem that Pakistan’s industry and economy is facing, the social
and private sectors need to synergize and create a blueprint which should be
implemented across the country. This is the blueprint that Aman Tech is thriving to
create, one graduate at a time.

ISLAMABAD:

The country is facing an extreme shortage of nursing professionals and there is an urgent need to
take appropriate short term and long term actions in the right direction to produce more trained
professionals in this field.
A meeting held at the Ministry of National Health Services Regulations and Coordination
(NHSRC) focused on sharing a vision of the newly elected government to bring the profession at
par with international standards, meet the country requirement to achieve “Health for All” vision
through skilled and well trained nurses and midwives.

The stakeholder meeting was held to devise a road map to strengthen nursing and midwifery
profession in Pakistan. The meeting was chaired by NHSRC Federal Minister Aamir Mehmood
Kiyani and Parliamentary Secretary, Federal Secretary Health Zahid Saeed and NHSRC Director
General.

The meeting was attended by renowned professionals of international repute, head of institutes,
armed forces nursing services and provincial representatives. The group appreciated the
government’s initiative to up lift the profession, enhance the quality of nursing and midwifery
profession through quality education and skill based training.

In the meeting Kiyani was informed that currently around 100,000 nursing professionals are
registered with Pakistan Nursing Council (PNC), of which the majority, 78,000 has completed
their diploma in nursing in addition to around 12,000 LHVs and 7,000 midwives. Only 5,000 of
said nurses qualified with a Bachelor’s degree in nursing BSN, 190 with a Master’s degree and
only nine PhDs in nursing, which explains the dearth of faculty in nursing institutes and quality
of education.

Kiyani said universal health coverage is one of the government’s priorities and this cannot be
achieved without a well-trained and motivated nursing and midwifery work force. The country is
facing an extreme shortage of nursing professionals and there an emergent need to take
appropriate short term and long term actions in the right direction.

Moreover he ensured that the government will provide all the possible support to meet the
challenges, promote the nursing profession and to meet the country’s demand. He further said
that the government of Pakistan intends to bring the profession at par with international standards
through devising new policies, setting future directions, improving regulations and investment.

Published in The Express Tribune, September 30th, 2018.

Skilled workforce deficiency in KPK

Skills Gap Analysis Khyber Pakhtunkhwa
February, 2017
Technical
Technical, community or junior colleges offer technical courses and programs, and these
usually result in an associate degree, pre-bachelor's technical degree or certificate.
Technical programs usually focus on studying books and manuals for computer-oriented
training and careers.

Vocational
Vocational courses and programs often result in a certificate of completion. This type of
program focuses on teaching a specific trade with a hands-on approach, like construction,
agriculture or health, as well as teaching general employment skills, such as typing

New Zealand skill shortage

Baker (351111)
Bricklayer (331111)

Carpenter (331212)
Carpenter and Joiner
(331211)
Composite Technician
(399999)
Electronic Equipment
Trades Worker
(342313)

Fibrous Plasterer
(333211)
Floor Finisher
(332111)
Glazier (333111)

Joiner (331213
Metal Casting Trades
Worker (Foundry
Moulder) (322114)

Metal Fabricator
(322311)

Metal Machinist (First

Class) (CNC Machinist)
(323214)
Motor Mechanic
(General) (321211

Motor Mechanic
(General) (Automotive
Air Conditioning
Technician) (321211)
Panelbeater (324111)
Plastics Technician
(399916)
Plastics Technician
(Plastics Engineer)
(399916)

Roof Tiler (333311),

Roof Plumber
(334115)
Scaffolder (821712)

Sheetmetal Trades
Worker (322211)
Solid Plasterer
(333212)
Stonemason (331112)
Vehicle Painter
Horse Trainer (Stallion
Master) (361112)
Horse Trainer (Stud
Groom) (361112)

Recreation,
Hospitality and Jockey (452413)
Tourism
Recreation,
Jockey (Track work
Hospitality and
Rider) (452413)
Tourism

Outdoor Adventure
Guide (Skydive
Tandem Master)
(452299)
Snowsport Instructor
(452314)

Snowsport Instructor
Hospitality and
(including Technicians)
Tourism
(452314)

Anaesthetic
Technician (311211)

Cabler (Data and A certificate at NZQF Level 4, or a higher

Telecommunications) qualification, which includes the credit and
(342411), knowledge requirements of
Telecommunications one of the strands
Cable Jointer of
(342412), the New Zealand Certificate in
Telecommunications Telecommunications (Level
Technician (342414) 4)

Finances for 2 months training

Time Management
Integrity and punctuality at work
Communication skills
Business writing and technical writing
Excel, Outlook and MS project training
Sense of maturity and retention rate (sense)
Practicality and realistic goals
In the end scoring and marks
Liaison with corporations
Interactive course design – Charts – Class sessions
Calling corporates key players in few sessions
Aptitude test/fairness test (telling us what they want in their lives)