During our engagement with the scheme and presence in the skills ecosystem coupled with numerous requests and feedback from all stakeholders, we analyzed and found a few critical gaps which can be overcome by a combination of deployments. To mention a few:

  1. Candidates are not able to reach beyond implementing agencies. Even if they do, it is difficult to manage records and track resolution
  2. Employers are not able to search candidates of their requirement but are dependent on the PIAs for facilitation.
  3. Stakeholders are not able to measure health of training, constraints faced by candidates and the interactions between employers and PIAs. Even if the stakeholders wish to send messages to beneficiaries, they have to rely on intermediation.

To resolve these gaps and many others, Hard Shell technologies has deployed a comprehensive solution framework which goes beyond transaction processing. The comprehensive framework does not cost any additional fee and comes free as value addition to the Skills Ecosystem.

Why do we require a 3-way framework?

A 3-way framework was required

  1. The stakeholder groups have different needs and requirements
  2. Candidate interface requires extensive bandwidth for usage different from the Implementing and Monitoring users (Implementing and monitoring users require extensive database interaction and data-mining in form of reports and MIS)
  3. Employers have different requirement and are confined to communicating with eligible candidates for recruitment.

What are the interfaces?

  1. For Monitoring and Implementing Agencies (MoRD/ SSM/ TSA/ CTSA/ PIA) –
  2. For candidates/ youths –
  3. For Employers –

All the activities of the portals are in sync with each other.

Benefits to Monitoring and Implementing Stakeholders

  1. The comprehensive solution has No Additional Cost.
  2. The monitoring stakeholders (MoRD/ SSM/ TSA/ CTSA) can view the development, interactions and resolutions taking place in the ecosystem and are empowered to take corrective measures as and when required.
  3. The Implementing stakeholders (PIAs) can interact with candidates and employers and optimize the opportunities and reduce the risk posed by communication channels

Changes in the MRIGS

In the MRIGS, you will find two new menu listings

  1. Yuva Sampark is a connect with Candidates/Trainees/Trained/ Employed beneficiaries that has several sub-menus explained as below:


Yuva Voice

is management of grievances raised by the trainees. PIA has to respond and the grievance is not closed until the trainee accepts as “satisfied”


Yuva Sandesh

You can post messages (Sandesh) including pictures to all trainees and if required, may restrict it to a particular center as well. The messages may relate to events or achievements or appreciation etc.


Yuva Registration Request

you will find registration requests raised by candidates who were only touched upon


Yuva Job Request

you will find requests made by trained candidates who were not provided any job by a PIA or request for change in job by trained and employed candidates who wish to change their current jobs


Yuva Kahani

is success story posted by employed candidates (even not employed can post their story). All the posts can be clubbed to generate a success story for show casing at various platforms


Praise Yuva Training

are positives about training reported by the trainees (also those trained in the program.


  1. Rojgaar is connect with the employers who wish to recruit the candidates being trained in the Scheme by any PIA. It cuts across the geographical boundaries. The sub-menu are explained as below:


Rojgaar Employers

List of all employers who are registered on Rojgaar portal with their job posting/ selection/ interviews/ job offered and other details.


Jobs Posted

all jobs posted by employers on Rojgaar are visible and can be accessed by any PIA and you can see all the jobs. The MRIGS acts as facilitator for connecting the employers with the candidates and PIAs can search jobs and


Jobs Applied

any selection of jobs for request for recruitment in Job Posted is reflected in this sub-menu. If a trainee applies in his own capacity through Yuva Sampark, it is reflected in the MRIGS also.


Jobs Saved

Jobs searched and saved for later (to avoid searching again)


Interview Scheduled

Any interview scheduled by the employers are reflected in this tab.


Candidates Selected

Selected candidates (recruited) are shown in this sub-menu


Offers Released

any offer released to selected candidates by the employers are shown in this sub-menu


How the framework can be utilized?

We are of the opinion that a self-monitoring mechanism leads to greater efficiency and productivity. The framework can be effectively utilized in following manner

  1. The employers are advised to register (for free) on the Rojgaar portal ( After registration, the employers can search and select candidates for their recruitment, they can post jobs against which PIAs can send list for interview/selection (from the MRIGS itself).
  2. The PIAs are advised to communicate to the candidates about Yuva Sampark and complete their registration on . Through Yuva Samaprk, the trainees can do the following (a few are mentioned only):
    1. Raise their voice (grievances) if they find that they are not getting access to entitlements or the infrastructure in the center is inadequate or they are not satisfied with the training and so on. You get to know each voice raised.
    2. Praise training that they are receiving and request for jobs if not employed or change in jobs, if employed.
    3. Search for jobs themselves without facilitation by the PIAs
    4. Form Alumni and network
    5. Post pictures related to their employment and write their experience in the job and how it has helped in raising their quality of life (Success Stories)

 We hope, the new framework will create a more informed and dynamic skills ecosystem. Yuva Sampark will connect you to the beneficiaries and Rojgaar will establish connection among employers, PIAs and the trainees giving opportunity to be better employed.

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