• PUF Sandwich Panel can be customized to meet client requirements
• Light-weight, high load bearing capacity
• Easily and quickly installed without requiring much labor
• Can be dismantled and re-used
• Diverse application
• Superior strength, reliability and high impact resistant
• High quality PUF sandwich panel
• Long life span and low maintenance
• Less energy consumption
• All weather protection and corrosion resistant
• Water and moisture resistant

National Apprenticeship Promotion Program

The Objective of the Plan

The Qualifications to Participate in the National Apprenticeship Promotion Programme

• The candidate has entered into an apprenticeship contract with the employer for apprenticeship training. They can be recruited from the following categories-
• Trainees who have graduated from ITI courses/ dual learning mode from ITI/ completed PMKVY/ minimum educational qualification required for trade have yet to receive formal training.
• Needs registration on the portal.
• Mandatory Aadhar number
• Must meet the age, educational, and physical standards specified for the trade and the business's minimum age and academic and physical qualification.
• The upper age limit for new apprentices is 21 years old. The number of apprentices must reach 20% of the annual quota.

The Advantage of the National Apprenticeship Training Program

1. In India, the National Apprenticeship Scheme is a twelve-month program for all students.
2. It will provide the nation’s youth with technical expertise.
3. The program equips students with the knowledge and skills required for their chosen profession.
4. The organization gives the trainees with training on the job site.
5. Due to the well-developed training modules and skilled managers, trainees pick up the task quickly and thoroughly.

Approaches to make the NAPS or National Apprenticeship Promotion Program work-

1. Youth Education- How do we make it seem like a desirable goal to become an apprentice? If they are marketed correctly, apprenticeships have the potential to be just as effective as internships. It is impossible to restrict it to students at it ITI or polytechnics. Applicants who have participated in short-term training programs such as PMKVy or state skill development missions should be able to take advantage of apprenticeship opportunities to further their professional development.
2. Use current infrastructure- Some technical training institutions, such as RVTIs and ITI, need the financial means to purchase the most recent equipment, tools, and technology. An apprenticeship allows skilled individuals to expand their practical knowledge and get familiar with the most up-to-date industry requirements.
3. Apprenticeships are not low-cost labor- The widespread perception that apprenticeships are exclusively found in the manufacturing business restricts the program's viability as a route to employment in the organized sector, especially in the service industry. Apprenticeship is currently employed in a variety of fields, including customer service, sales, and logistics, among others.
4. The Micro, Small, and Medium-Sized Business (MSME) difficulty- Several MSME businesses continue to employ unskilled or semi-skilled laborers. Recruiting skilled individuals is not a priority for them because they can meet their demands without incurring the expense of training them. But they must be made aware that their output continues to fall below quality and industry norms. It may be challenging to convince them to accept apprentices, but they can be won over via systematic teaching about the long-term benefits and incentives.
5. Not restricted to manufacturing- Apprenticeships are limited as a tool for organized sector employment, particularly in the services industry, due to the common perception that they are associated with manufacturing. Apprentices are employed in customer service, sales, logistics, and other fields.
6. Apprenticeship regulations should be loosened- Now, the legal aspects of apprenticeship that could hinder its wider acceptance are being re-examined (a reference to Apprenticeship Protsahan Yojana). We need an approach that encourages the sector, training partners, and candidates to adopt apprenticeship models without fear of strict labor regulations, excessive paperwork, and excessive regulations.

Conclusion

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