Direct Employment in Electrical Equipment Industry Set to Increase to 15 lakh and Indirect to 20 lakh by 2012

Direct Employment in Electrical Equipment Industry Set to Increase to 15 lakh and Indirect to 20 lakh by 2012

Currently, it is estimated that the electrical equipment industry provides direct employment to 5 lakh people and indirect employment to more than 10 lakh people. This requirement is estimated to increase to 15 lakh direct employment and 20 lakh indirect employment by 2012.

Even today, the electrical equipment industry is facing a major problem in getting skilled and employable manpower which is technically competent, equipped with skills and ready to be deployed. The industry is facing a looming skill gap, which is widening every year. Due to lack of skilled manpower, electrical equipment industry is suffering as it is affecting critical functions like R&D, consultancy, design and detailed engineering work.

The technical education system in the country does not promote innovative thinking. Training being provided in the ITIs is out dated and the trained students are not able to meet the aspirations of the industry. Even the qualified supervisors and engineers are not available. Those who are qualified are not well trained to meet the technical needs of the industry.

Because of the above factors the labour productivity is far less than the labour productivity in China and Korea. This is one of the important reasons for making the industry non-competitive and is also effecting the timely completion of the projects. Therefore, there is very urgent need for training the work force for all the segments of the industry and making changes in the curriculum of the polytechnics and engineering colleges.

One of the Working Groups constituted in the proposed Mission Plan for Electrical Equipment Industry will specifically look into this area and recommend the interventions required.

IEEMA has been also regularly interacting with the Department of Heavy Industry and the National Skill Development Corporation (NSDC) to set up Sector Skill Councils in the capital goods and engineering sectors






Cadre review is an important aspect of cadre management. It ensures a healthy balance between the functional requirements of an organisation and legitimate career aspirations of its officers. The thrust of such an exercise is on scientific manpower projection and recruitment planning in order to rationalise the cadre structure as also to enhance efficiency, morale and effectiveness of the service/cadre. In terms of the extant guidelines, ideal periodicity of cadre review is once ever y five years .

The Department of Personnel and Training, being the nodal Department for cadre review of all Group ‘A’ Central Services/Cadres, has issued various guidelines to facilitate the process. Cadre Review as a subject has been allocated to the Cadre Review Division, which also acts as the Secretariat for Cadre Review Committee constituted to review individual service/cadre. The cadre review proposals are scrutinised in this Division keeping in view the  broad factors like functional requirements, stagnation at various levels, financial implications, measures for saving, organisational proficiency, etc . The proposals are then referred to the Department of Expenditure for financial concurrence and placed before the Cadre Review Committee for its approval. The Division also renders advice to the Cadre Controlling Authorities for better cadre management.

The status of Group ‘A’ Services is reviewed regularly. After first such review this year in April, all the concerned Departments were advised by the Cabinet Secretary to formulate appropriate cadre review proposals. Further, Para 1(ix) of the Government of India, Department of Expenditure Resolution No.1/1/2008-IC   dated 29 August,  2008, whereby its decisions on the recommendations of 6th Central Pay Commission have been conveyed enjoins upon all the Cadre Controlling Authorities to review the services/cadres under the administrative control within a year. The Cadre Controlling Authorities have been reminded again October 2008.

There are 58 Central Group ‘A’ Services, out of which 44 services are due for cadre review this year, i.e., 2008.  The cadre review proposals of five of the remaining forty four Group ‘A’ Services are already under active consideration. These are Indian



Defence Service of Engineers and Military Engineering Service (Surveyor Cadre), Military Engineering Service (Architect Cadre), Indian Inspection Service and Indian Supply Service The progress is being monitored constantly.

The Cadre Review Division also compiles and analyses statistical information of all the Central Group ‘A’ Services. The inconsistencies, if noted during the analysis, are brought to the notice of the concerned Cadre Controlling Authority. This exercise is undertaken on half yearly basis in January and July every year. The data as on 1st January, 2008 has already been compiled and analysed. The detailed report in this regard is also posted on this Department’s website. However, it has been decided that the next analysis would be done only after completion of cadre review of all the services envisaged in the Government’s Resolution mentioned above.


Important recommendations of the one rank one pension Committee

Parliament of India 
(Rajya Sabha Secretariat)

Press Release

Hundred and Forty-second Report on the petition praying for grant   of one rank one pension to the armed forces personnel.

The Committee on Petitions of Rajya Sabha under the Chairmanship of Shri Bhagat Singh Koshyari, MP, presented its Hundred and Forty-second Report to the Rajya Sabha on 19th December, 2011 on the petition praying for grant of one rank one pension to the armed forces personnel.  

2. The Petition was submitted by Shri Sanjay Prabhu and others, resident of Bangalore and countersigned by Rajeev Chandrasekhar, MP, Rajya Sabha.

3. The Committee during the course of its deliberations  interacted with the petitioners, representatives of Departments of Ex-servicemen Welfare (M/o Defence), Expenditure (M/o Finance) and Pensions and Pensioner’s Welfare (M/o Personnel, Public Grievances and Pensions) and some organizations/individuals.    

4. Following are the important recommendations of the Committee:-

4.1  The Committee has taken note of the fact that  a sum of Rs.1300 crores is the total financial liability for the year 2011-12 in case OROP is implemented fully for all the defence personnel in the country across the board.  The Committee was informed that out of this,  1065 crores would go to retirees belonging to Post Below Officer Ranks (PBOR) while the Commissioned Officers would be getting the remaining i.e.  235 crores.  The Committee felt that  1300 crores is not a very big amount for a country of our size and economy for meeting the long pending demand of the armed forces of the country.  The Committee understand that this  1300 crores is the expenditure for one year which might increase at the rate of 10 percent annually.  Even if it is so, the Committee does not consider this amount to be high, keeping in view the objective for which it would be spent.  

(Para 11 of the Report)

4.2  The Committee was not convinced with the version of the Ministry of Finance that the grant of OROP to the defence personnel would eventually  generate similar requests from the civilian work force of the country under the Central Government and the State Governments.  The Committee feels so because of the quite different terms and conditions of service of the two different categories of employments.  The terms and conditions of armed forces are tougher and harsher than the civilian Government employee.  On the issue of returning of service medals by the defence personnel of our country to the President of India in view of the Governments’ apathetic attitude towards their demand of grant of OROP,  the Committee was of the view that our defence personnel should not feel alienated to this extent again and they are not forced to surrender their hard earned service medals in this manner to exhibit their discontent with the government policies. 

(Para 11.2 of the Report)

4.3  The Committee also felt that the decision of the Government to bring our defence personnel on the pattern of the civilians with regard to their pay, pension, etc. (from Third Central Pay Commission onwards) is not a considered decision which has  caused hardship to the defence personnel and has given birth to their demand for OROP.  The Committee understand that before the Third Central Pay Commission, the defence personnel were getting their pay / pension on the basis of separate criteria unconnected with the criteria devised for the civilian work force. That criteria acknowledged and covered the concept of OROP which has been given up after the Third Central Pay Commission.  

(Para 11.4 of the Report)



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