Freshers who need a second training
Degrees without shop-floor skill. Three to six months of retraining before a person is useful on the line.
The problems this desk is for
Attrition with no bench behind it
Monday’s shift is short. Portals are full. The catchment is not. Replacement is the real product.
Trainees costed as workmen
PF, ESI, and LWF on people who should have been apprentices. Compliance cost of treating a trainee as staff.
Three schemes, three inboxes
NAPS, NATS, PMIS, and a degree track — each with a portal. Plants need one operating partner, not four vendors.
What you can buy
Staffing
Contract, permanent, volume, search.
Apprenticeship
NAPS and NATS seats that survive month four.
RPO & Payroll
Process outsourcing and statutory hygiene.
Corporate academies
Training that changes the following Monday.
Scheme structuring
PMKVY, RPL, CSR, state missions.
Assessments
Tests hiring managers will actually use.
CSR implementation
Spend that becomes skill.
Workforce consulting
Labour-mix and operating design.
Lifecycle
Recruit. Deploy. Upskill. Manage. Certify.
01
Recruit
Catchment, campus, and silent search against a brief a supervisor wrote.
02
Deploy
Documents, safety, PPE, first-week mentor. A human who picks up when someone absconds.
03
Upskill
NAPS / NATS, a corporate academy, or on-the-job learning — against the actual machine.
04
Manage
Attendance, stipend, payroll, PF / ESI. One SPOC so HR is not running three portals.
05
Certify
Assessment and a file finance can defend.
How a staffing brief runs
01
Demand
Roles, locations, compliance envelope, surge versus standing strength.
02
Source
Trained cohorts, catchments, campuses, ITIs, and silent search. Field work, not only a board.
03
Screen
Trade tests a supervisor will respect. We would rather send eight and keep six.
04
Deploy
Onboarding, documentation, and a human who picks up when someone absconds.
Send the roles, the district, and the constraint.
We will tell you honestly if we can cover it.