DDU GKY

  DDU GKY

About Vips Foundation

Vips Foundation DDU-GKY Skills Academy

Deen Dayal Upadhyaya Grameen Kaushalya Yojana (DDU-GKY) is the Flagship “Placement Linked Skilling” initiative of the respective States & Ministry of Rural Development

The scheme focuses on catering to the occupational aspirations of rural youth and enhancing their skills for wage employment in the formal sector

DDU-GKY has its origins in the ‘Aajeevika” Skills programme and the ‘Special Projects’ component of the “Swarnjayanti Gram Swarozgar Yojana” (SGSY).

PIA Brochure

VIPS Foundation

Registered Office: 1859/139, Shanti Nagar, Tri Nagar, 

                 New Delhi, Delhi-110035

| Skill Development | Vocational Education |CSR |

|Corporate Training | Technology Solutions |                       | Education | Industrial Training Institute |

About VIPS Foundation| Who we are

VIPS Foundation a public charitable trust incorporated under provision of Indian trust Act 1880 on 5th Day 0f June 2013 vide registration no 1706. 

VIPS Foundation established with a motto of “Yuva Ko Hai Rozgar Pana, To Hoga Ushkey Kaushal Ko Badana”, to work towards the betterment of education with Skill Development amongst the youth of India for better employ-ability.

VIPS Foundation has been engaged in providing work integrated programs Since 6 years and enabling Indian youth to earn livelihood.

VIPS Foundation an ISO 9001:2008 Certified Delhi based leading organization in Training, Skill Development,  Vocational Education, CSR, Corporate Training, Technology Solutions and Consulting (in IT, Software, Telecom, Networking core Electronics etc), setup by a group of Technology and Management Professionals, with rich multi-dimensional domestic and global experience, after leaving their high profile Govt./ MNC jobs, with prime objective of societal uplift, bridging the gap between Academia and Industry, enhancing employability, budding entrepreneurship, through mentoring, quality training, practical field exposure and skill development. 

VIPS Foundation trained 8500+ students in various courses, programmes and skill development schemes like Work Integrated Programmes, Pradhan Mantri Kaushal Vikas Yojana (PMKVY), STAR Skill Project, Delhi Skill Mission Society (DSMS), NIESBUD, MSME, Govt. of India, TSSC, ESSCI, IT-ITes and NASSCOM etc.

VIPS Foundation have list of Industrial Tie-ups for the placements activities in all over India like ICICI bank, GENPACT, Jingle Infosolutions Pvt Ltd, Vodafone, Airtel, Aircel, Bajaj Capital, Active Fashion, Autonics Automation India Pvt Ltd., Bajaj Capital, Best Bridal Makeup Artist, Binota Enterprises, Bridge Group Solutions, GJS Infratech Private Limited, Heritage India Exports Pvt Ltd, Ideal Make Up Centre, Ikya Human Capital Solutions, Indian Handicrafts, OM ELECTRICALS and Vista Technologies etc.

Mission

• TO BE A LEADING SKILL DEVELOPMENT AND TRAINING PARTNER.

• KEEP IDENTIFYING NEED OF THE INDUSTRIES WE’RE SERVING AND COME UP WITH EFFECTIVE AND INNOVATIVE SOLUTIONS.

• TO MENTOR AND GUIDE OUR PARTICIPANTS TOWARDS GREATER SUCCESS THROUGHOUT THEIR CAREER.

• TO BE ONE OF THE BEST CONSULTING ORGANIZATION.

Values

• PROMOTE THE HIGHEST ETHICAL BUSINESS PRACTICES AND TRANSPARENCY IN THE SECTORS WE SERVE.

• SHARE KNOWLEDGE POOL, RESOURCES AND SUCCESS WITH LIKE-MINDED ORGANIZATIONS.

• VALUE THE PARTNERS AND GROW TOGETHER.

Vision

As a catalyst in the growth of the sectors, to be on the top of the value chain in the domain of skill development, training, recruitment, research and consulting.

VIPS Foundation| Why

•Pan India Reach
• Domain Experts
• A collaborative model to offer the best
• Strong Industry network
• Customer centric model, flexibility for Onsite, Off Site Training

VIPS Foundation Offerings | What we do

• Skill Development for better employability
• Work Integrated Programmes
• Vocational Education & Training 
• CSR Training 
• Higher Education Guidance like UG, PG, MPhil, PhD
• Industrial Training Institute 
• Teaching Education like D.Ed, B.Ed. M.Ed
• Pre Placement Training

Skill Development for better employ ability

Contributing in Skill India Initiative by participating in various skill development programmes such as PMKVY, STAR Scheme etc. We focus on Jammu & Kashmir, North East India like Manipur, Mizoram and Tripura. We establish many centers in these areas. We also establish the centers in the other region like Bihar, Uttar Pradesh, Jharkhand, Haryana, Delhi and etc. We trained the candidates in the area of skilling, communication skilling, and personality development skilling. We trained the candidate in such a way that they are suitable for the industry requirements. 

Work Integrated Programmes

The journey of VIPS Foundation began in the year 2013 by a group of ambitious academics with aspirations to provide high quality education. The first step in this direction was to take over Industries tie-up. In Work Integrated Learning Programmes have been carefully designed with a focus on industry. So that your work helps you prepare for our programme and vice versa. A win-win, according to us.

Vocational Education & Training 

Generally, vocation and career are used interchangeably. Vocational education might be classified as teaching procedural knowledge. This may be contrasted with declarative knowledge, as used in education in a usually broader scientific field, which might concentrate on theory and abstract conceptual knowledge, characteristic of tertiary education. 

Vocational education can be at the secondary or post-secondary level and can interact with the apprenticeship system. Increasingly, vocational education can be recognised in terms of recognition of prior learning and partial academic credit towards tertiary education (e.g., at a university) as credit; however, it is rarely considered in its own form to fall under the traditional definition of a higher education. 

Up until the end of the twentieth century, vocational education focused on specific trades such as for example, an automobile mechanic or welder, and was therefore associated with the activities of lower social classes. As a consequence, it attracted a level of stigma. Vocational education is related to the age-old apprenticeship system of learning.

CSR Activities

VIPS Foundation Engaged in conducting training as the CSR Activity of various companies i.e. Whirlpool, Godrej.

• Service Engineer - RACW
• Sales Training Program

Higher Education Guidance 

VIPS Foundation has provided the free of cost counseling for the Higher Education like UG, PG and many other courses. We conducted the seminar and meeting in school and college level for better Higher education. We also provided the Help Desk on our organization for candidates. 

Industrial Training Institute 

ITI (Industrial Training Institute) is constituted under DGET (Directorate General Employment and Training), Ministry of skill development and entrepreneurship, and Union government to provide training in various trades. VIPS Foundation had two institutions in Delhi, one is situated in Nangloi and second in Dwarka with two trades.  

Teaching Education like D.Ed, B.Ed. M.Ed

The VIPS Foundation has provided the free of cost counseling for the Higher Education like D.Ed, B.Ed and M. Ed and many other courses. We also provided the Help Desk on our organization for candidates. We conducted the seminar and meeting in school and college level for better Education. 

Pre Placement Training

Training is an ongoing part in enhancing one's professional life however when it comes to kick starting your career, training tends to act as a stepping stone and pave the path for a bright future. College placement can be a grueling experience if the student does not have an idea about the same. Now a days, most of the colleges have tie ups with corporate as well as public sector that often are looking for young talent and are welcomed to the campus in order to pick up students who could join their organization. Having said that, it might sound like a piece of cake, but is really quite competitive and it is important to be thoroughly prepared for placement. Keeping this in mind, most of the engineering as well as management colleges have a placement cell and a placement committee which helps in arranging interviews and often helps in pre placement training. Following are a few of the areas which are covered and students are trained in the following areas:                                                         

Self-esteem- Pre placement time can be quite daunting as students are not very experienced in handling interviews and placement methods which leads to loss of self-esteem. In order to crack an interview one needs to have a very confident body language. During the pre-placement training, the candidate / student is made to realise their positives and focus on areas in which they are best at so that it increases their self-esteem and they learn to portray. 

Motivational skills- In order to keep the hope high, it is very important to boost motivational skills. Pre placement training plays a very important role in doing exactly that. There are trained professionals who are experts in practicing methods and games which directly or indirectly help in motivating the students. 

Expected workplace behavior- The very first job can be both exciting as well as full of anxiety. In order to get rid of anxiety, it is very important to get a brief insight about the actual working environment. During pre-placement training, mentors are able to let the student get an idea about the expected workplace behavior, decorum, workplace ethics and dressing sense which might ease the situation and may act as an effective methodology in breaking the ice. 

CV and interview skills- Most importantly, pre placement training helps in formulating an effective CV which not only looks professional but also speaks for itself. They also help in training the students for the interview process as well as group discussion. They would be able to provide you with important tips such as body language, what to do and what to avoid pointers. 

Once the above things are sorted then the student can be very confident to face the placement season and can come out with flying colors. Pre placement training proves to be a boon for all students, especially those who are going for their very first job.

Industrial Visits

The VIPS Foundation has been given the opportunity to understand the work scenario and ethics prevalent in industries by organizing numerous Industrial visits to various organizations like:

• IQOR
• NSIC
• Aero Packaging
• Logistic Trade Fair
• CBS Technologies
• Jingle Info systems

The Placement Cell of VIPS Foundation Has been active and has been constantly placing the students at the various organizations by arranging Job Fairs and Campus Placement Drives. 

Till date we have arranged approximately more than a dozen massive job fairs and campus placement drives with companies like HDFC, Genpact, Aircel, Vodafone, Axis Bank, Dr. Reddy’s, Shoppers’ Stop, Cafe Coffee Day, V Mart, IBM, Aon Hewitt, Barclays, TCS,  L & T Finance, Times Business Solutions etc have participated and selected our students.

The Internship training equips students with practical application skills, relevant to various situations. It is an attempt to bridge the gap between the theoretical concepts and practical applications of these concepts. VIPS Foundation has been able to place our students at various organizations for Internship like HT, Shoppers Stop, Marks & Spencer, Tanishq, Flipkart, Bose India, Mahindra & Mahindra, Exposure Media Marketing Private Ltd. Anant

Vips Foundation is the only organization that offers shop floor, supervisory & managerial level training/courses within the education and training Eco-system i.e. SMART Training Programmes for taking care of courses of 1 month to 4-month duration (Skill Level 01-03) and Vips Foundation Vocational Institutes (Skill Level 04-07).

Vips Foundation by a two-pronged strategy of consolidating and raising the bar of quality offers Short Term Programs under ISDS, MOT, GOI and Long Term Programs in conjunction with skill development initiative scheme DGE&T / NCVT through the Vips Foundation and its Consortium Partners.

The SMART fast track curricula help in bringing out a more scientific approach to the training of shop floor workforce. “SMART” has become the SMART choice for the women, youth and disadvantaged section of the society as it provides vocational training to 5th – 8th standard dropouts.

Vips Foundation Vocational Institutes offers long term programs which are a vital part of the vocational training system for careers in apparel, fashion and textile leading to award of Certificate, Diploma and Advance Diploma by Vips Foundation and certification through National Council of Vocational Training (NCVT), DGET, Ministry of Labour & Employment to provide the key production and quality-related personnel to the Apparel Industry.

Short Term Courses: Up to 2 months (through-SMART Training Project, under ISDS, MOT, GOI)

What we do

Our Recruitment Team is responsible for attracting candidates and matching them to temporary or permanent positions with client companies. We build relationships in order to gain a better understanding of the requirements. We screen candidates and interview them, do background checks and finally we place them.

We process accordingly, keeping the companies and candidates future prospects and aspirations. This means making recruitment a meaningful process and helps in retention strategies for companies. We work on relationship based quality model than the quantity model, which ensures we provide the best talent from the industry.

How we do

Finding skilled resources and retaining them is a challenge that many companies face. We at best level with experience in Executive search, Human Resource Management and Consulting help you find the right candidates for your company.We have a very simple business philosophy which is to serve both the clients and applicants honestly and efficiently at all times.

We listen and learn: Our primary focus is on listening and understanding our client's unique needs and opportunities. We learn their strengths, understand their mission and vision and identify partnership areas. This listening and learning process helps us to provide well integrated service.

We partner: We become the extended arm of our client. We work in tandem with them, get the required information, have regular touch points and work on their requirements.

We analyze: We analyze all information gathered from our client and blend it with our experiences to make plans, set expectations and make informed decisions.

We deliver: Once we have learned our client’s business and analyzed the requirements, we implement by blending the right balance of people, process and technology to deliver and exceed customer expectations and truly enjoy the spirit of partnership.

At Vips Foundation, we pay attention to the journey of every candidate from mobilization to placement in a job. With a placement success rate of 75%, we believe in a learner-eccentric approach skills training. We have skilled, certified and placed more than 0.6 million people into jobs, which makes us the preferred partner for several departments of Central and State Governments, PSUs, companies, and foundations for implementing their skills and talent development mandates

Our skills interventions rest on some key principles that ensure scalability and replicability, making it a global best practice

1. PLACEMENT LINKAGES
Our network of 1000+ placement partners, across sectors and locations, links each trainee to a job. The linkages are secured before the start of the programme .

Placed Candidates Proof

2. MOBILIZATION ACTIVITIES
Our innovative community engagement activities like Rozgaar Raths, employment fairs, Nukkad Nataks etc. reach out to maximum beneficiaries

3. SELECTION PROCESS
Our systematically designed trade wise selection tests on attitude, aptitude, and aspirations help in defining a candidate’s career journey. These also assess the skill set requirements of a candidate vis-a-vis industry requirements

4. TRAINING BY PROFESSIONALS
Our Sector Skill Council (SSC) certified trainers have relevant industry experience and have undergone extensive training on pedagogy and domain-specific modules

5. CONTENT
Our content, designed in consultation with industry partners, is mapped to the National Skills Qualification Framework (NSQF) to make trainees industry ready
 
6. TECHNOLOGY INTERVENTION
Our multimedia modules are delivered on digital classroom such as the Google classroom. This ensures standardized training and increased trainee interest and can access study material and lecture videos wherever they are they can now Read,Post & Comment .

7. HOLISTIC DEVELOPMENT
To ensure a 360-degree development, our domain training is supplemented with modules in functional English, Digital Literacy and Life Skills

8. ON THE JOB TRAINING (OJT)
Our trainees work in the industry for a first-hand experience of the workplace

9. STATE-OF-THE-ART INFRASTRUCTURE

We replicate the workplace in our training environment to create a real-life working experience through simulated classrooms, labs and workshops. The classes are modeled on simulated workplaces, such as sewing factories, welding workshops, model restaurants, full-service kitchens, hospital wards, retail stores, among others. This helps learners familiarize themselves with their future workplace

10. ASSESSMENT AND CERTIFICATION
We offer certification by Sector Skill Councils, international awarding bodies, industry associations, and globally recognized assessment agencies. This raises the employability of our students at national and international platforms

11. PLACEMENT RECORD
Our exemplary training facilities and methodology aid strong industry linkages. We have maintained a healthy placement record of 75%, since inception

12. POST PLACEMENT TRACKING AND CAREER COUNSELLING
This is an integral part of our skills value chain. Post-placement tracking and career counselling keeps us connected with our alumni and gives us valuable feedback

Meet with Team VIPS FOUNDATION

We strive to bring together caring, warm, fun, intelligent people who love to serve. Each team member possesses specialized industry knowledge. The unique combination of the Team VIPS FOUNDATION adds value by introducing diverse approaches and perspectives in order to make sound decisions and to actively support its portfolio companies through their growth phases.

Recruitment Services

Executive Search

Our dedicated and experienced professionals, technology driven recruitment solutions, referral schemes and qualitative work enhance our wholesome recruitment processes enabling us to ensure an appropriate executive search and the proper fitment thereon.

WORKING IN DIFFICULT GEOGRAPHIES

Our strong commitment towards taking skills and livelihood opportunities to every corner of India has helped us set up touch points in some of the most difficult geographies.,affected districts, remote areas, and backward regions. We are one of the first organizations to launch skills programmes in these geographies. We are operating in 30 districts of the LWE affected states of Odisha, Jharkhand, Chhattisgarh, Madhya Pradesh, Bihar,Mizoram,Tripura,etc .

Recruitment Advertising and Response Management

We carry out advertisement management solutions including designing the advertisement contents, art work, advice on the best media, publishing the advertisement etc and complete response management activities including receiving responses, short-listing candidates, conducting preliminary tests and interviews etc individually as well as part of a turnkey recruitment process.

Why Recruitment Solutions

Recruitment is a defining activity for both job seekers as well as corporate. Here is how Vips Foundation makes a difference.

 We strive to achieve sucess with Trust, confidentiality and dependability.

 Consultative approach with clients.

 Recruitment at all levels of criteria in a client organisation.

 Trustworthy and dependable collaboration with candidates.

 Thorough consistency in selection process.

 Outstanding and deliberate committed to delivering the best.

Recruitment Policies & Practices

The purpose of this policy is to direct and discipline recruitment and employment practices to ensure that the objectives of the Company are attained - especially those objectives which are related to structural and operational efficiency within the business, the demographic composition of the workforce and to provide guidance on the recruitment of staff so as to comply with the provisions of the Labour Relations Act 66 of 1995 and the requirements of the Employment Equity Act of 1998.

Our Policy

Our policy defines the objectives to be met in the implementation of Recruitment and Selection which are aimed at attracting competent individuals to fill a position with the most suitable applicant. Candidates are selected for appointment according to their ability, qualifications and competencies required to fulfil the job requirements, without having regard to discrimination factors, such as race and gender.

Internal candidates are given prior consideration for job appointments and only where it is considered that a suitable internal candidate is not available will an external candidate be appointed. The Company considers itself an Equal Opportunity Employer and thus aims to eliminate all forms of unfair discrimination in the recruitment and selection of staff.

Recruitment Procedure

Identification of the Vacancy: Managers are responsible for establishing a business need for recruitment and for justifying the need to fill the vacancy or the need to create a new position. A Recruitment Requisition Form needs to be completed for Director’s approval before the recruitment process can be initiated by Human Resources. It is necessary to ensure that a vacancy does exist. Although there may be a resignation, it may not always be necessary to replace the resigned employee as the function may be absorbed by other employees.If the position is a new position, it is important to ensure that the budget exists for the appointment of a new employee. Ensure that you have done a correct analysis of the demographic data of your department and that you have clearly specified these requirements on the Employee requisition form.

Completion of Employee Requisition: The information supplied on this form will be vital in drawing up the internal and, if necessary, external advertisement. Incorrect or insufficient information could therefore compromise the ability to source the appropriate candidates.

Authorization of Recruitment Requisitions: The Line Manager together with Human Resources must identify a salary range and job grade for the position. The Line Manager must then have the requisition approved by the Managing Director before returning the approved Employee Requisition to Human Resources.

CV Selection: All CVs will be collated and screened by Human Resources before being forwarded to the respective Line Manager for CV selection. It is important to note that when conducting the CV selection process that we ensure consistency and that Human Resources can only set up interviews once a CV selection list is received from the Line Manager.

Interviews: Once all the CVs have been screened and a short list of candidates has been identified, Human Resources will then set up the interviews in conjunction with the Line Managers. It is also important to note that the questions asked must be centered around the competency requirements of the job. Human Resources can assist in drawing up Interview Guides specific to competency assessments should you require this service.It is also important to note that all internal candidates are interviewed first before any consideration is given to external candidates.It is recommended that in view of Equity and Fairness that interviews are conducted by a panel of two or three interviewers. This could be the direct line manager to whom the person would be reporting to, a subject matter expert and an HR representative. This ensures that the process is objective and that the decision to appoint or not to appoint is supported by the Panel.

Selection Stage: Once all the candidates have been interviewed, a final selection would need to be made based on the candidate who meets the requirements of the job. It is at this point that psychometric tests could be conducted on the top three candidates who are potential appointees. It is also important to note that the psychometric tests should not be used as a decision making tool but rather to assist the process. In making the final decision, one would need to consider the results of the psychometric tests in relation to the requirements of the job as well as the candidate’s performance during the interview and outcomes of reference checks conducted.

Offer of Employment: Once Human Resources and the Line Manager are satisfied with the references, ITC check and psychometric reports of the suitable candidate, an offer of employment must be discussed and on agreement of the offer, Human Resources will prepare an offer of employment which must be signed by the Managing Director.Once the candidate has accepted the offer, a formal contract of employment must be prepared and the relevant documentation must be completed and signed.

Employment of Relatives: It is company policy not to employ relatives of management in the same unit where such employment could place the employee in a potentially compromising situations and/or where there may a concern about conflict of interest. The purpose of this policy is to avoid problems of morale, discipline, security and other potential conflicts of interest.

Campus Recruitment Training (CRT)

Campus placement or campus interview is the program conducted within educational institutes or in a common place to provide jobs to students pursuing or in the stage of completing the program. In this program, industries visit the colleges to select students depending on their ability to work, capability, focus and Aim.

Since, many of the students do not understand the importance of training that is being imparted, whether it is an aptitude training or soft skills. When they show least interest due to various factors viz., projects, assignments or more of activities loaded by the colleges as part of their curriculum it actually demotivates the students and make them hatred towards placement training. Companies which plans to train the students and make them equipped on all aspects of career development should make an impact in the minds of the students that every minute they spend towards their training is knowledge for them.

What Organizations Looking for?

 Ability to work in a team.

 Strong analytical skills.

 A passion for winning.

 Ability to work towards opportunities.

 Thorough consistency in selection process.

 Outstanding and deliberate committed to delivering the best.

Highlights of the Program

 Comprehensive material and Structures Schedule to cater for all the aspects.

 Emphasis on Analytical skills.

 Approach oriented Training.

 Grooming Body Language, Soft Skills, Attitude etc.

 Thorough consistency in selection process.

 Interactive Methodology.

 Mock Interview by HR Personnel from the Industry with feedback.

 Rigorous rounds of Mock Interviews.

About Our Clients

Our client list is the envy of our industry. Over the course of our history our mandate has been to understand the client’s needs and expectations; to meet them and to surpass them. It is this unwavering dedication to excellence that has allowed us the privilege to work with some of the best and continually reinforce the relationship with our existing clients & add new ones.

Our Experiences with Clients

Our vast client experience across industry verticals with world-class skills in consulting and IT services help our customers remain high-performance businesses. The key to our client service is our seamless integration of deep industry and functional expertise with tools and capabilities to support execution and make change happen—on a global scale. We value our customer experiences. Our clients are our starting point. They drive everything we do. We work in partnership with our client; they can rely on us to spring into action with spot-on solutions at moments critical to the company's development. Our modest size enables our specialists to work closely together to develop tailor-made solutions that meet your evolving needs. We strive to build long-lasting relationships by maintaining our client's total satisfaction each and every day with every display we produce.

Our Strategy for Building Strong Relationships

We follow simple strategy for building strong relationship with our prestigious clients. It involves managing communications with clients, particularly clients questions and complaints, and resolving disputes amicably. The ultimate goal is to build long-term relationship.

 Building safe Network

Networking is a long-term investment. We do it right by adding value to the relationship.

 Identify client needs

An important strategy of Celebron is to focus on client's need. We accomplish the tasks of the client and respond accordingly as per the requirement.

 Being honest with the client

Our client's grows with us with full support of honesty that we maintain. It is considered to maintain deepest relations over the years.

 Actively seeking client feedback

We maintain a regular follow up's and receives feedback, seeking suggestions on new features, products or services.

Client Stories

We are proud to present the following client testimonials that communicate our ability to deliver innovative software solutions that provide our clients with a competitive advantage in their marketplace.

Below is a sampling of some of the testimonials we have received from existing clients. If you don't find a company here that you were looking for or expecting, that's because we don't list the names of many of our most well-known clients, only a small selection. While we refrain from publishing a complete list, upon request we can provide references with companies comparable to your business.

VIPS FOUNDATION IT POLICY

 

IT

 Policy

Prepared and Approved by:-

HR Department

TABLE OF CONTENTS

S. No.	Policy Contents	Page No.
1	Introduction	1
2	Scope	1
3	Applicability	1
4	Responsibility	1
5	Rules	1
6	Registering an Asset	1
7	Reporting a Theft	2
8	Return the asset to the Company	2

1.      Introduction:-

The purpose of this policy is to facilitate the Employees in their jobs by increasing communication within the organization and outside the Organization. Also, this policy is used to specify the documents that the employee needs to assign while allotting him the assets used for the communication by the company like Laptop, Mobile Handsets, Blackberry Handsets and Data Cards, etc.

2.      Scope:-

This policy covers the usage of the Company assets (Laptop, Data Cards, Mobile Handsets, Local and STD Dialing on Extension Number and Blackberry Cell phone) by senior staff where the regular use of such assets is necessary or useful to meet the requirements of the job. This includes issuing the asset to the employee that is to be used for official purposes only after the approval of the reporting head.

3.      Applicability:-

·         The CEO.

·         GMs/DGMs/Heads of Departments.

·         Members of staff nominated by any of the above staff members.

4.      Responsibility:-

The preparation of this policy, procedure, forms, letters, and its revision along with justification & obtaining approval from the Management and its implementation and monitoring is the responsibility of the HR Department.

5.      Rules:-

·   The Company will provide the official Assets (Laptop, Blackberry, Mobile Handsets, and Data Cards) to all entitled employees after they have signed an agreement for the Assets and the Assets authorization letter.

·   These assets are returnable upon transfer/discontinuation of the services with the company.

·   This facility is provided purely for official purposes.

·   In case of loss of Company Asset, the employee must inform the company as soon as possible to avoid any misuse of the asset. Detailed instructions in the case of a loss are given in the Assets authorization letter.

6.      Registering an Asset:-

Every Company asset must have an owner.  Each department that has a company asset must have a sign-out sheet indicating that it has the company asset, the make, model and Serial number.  This information should be sent to the HR department each time there is a change of the owner. 

7.      Reporting a Theft:-

If a Company-owned asset is stolen, its owner is expected to immediately file a theft report with all details as to the time, date, location and any other details that you feel is important with the HR/Admin Department.  If traveling, the owner must also report the theft to the local law enforcement agency.

8.      Return the asset to the Company:-

An owner must return the asset to the Company before their ending date of employment. HR will provide a list of assets and owners to Admin.  At the meeting with Human Resources and Admin the Assets, keys, and other items will be collected. The separate file needs to be prepared for all the assets issued to the employees and also in the employee file. Failure to turn in the company asset may result in withholding payments such as Full &Final settlement until the asset is returned. 

Deen Dayal Upadhyaya Grameen Kaushalya Yojana

Project Name	DDU-GKY (Vocational Training Programme)
Project Sponsored By	The Ministry of Rural Development (MoRD)
Project Goal	DDU-GKY is uniquely focused on rural youth between the ages of 15 and 35 years from poor families.
Project Objective	Transform rural poor youth into an economically independent and globally relevant workforce

Page 2

Directory of Officials working in Vips Foundation along with the role and duties assigned to them:

SL	Name (S/Shri)	Designation	Role & Duties	Contact No
1	Dr. Sita Kanta Mishra	Director	Formulation & Implementation of training policy in respect of AFHQ Civilians
2	Sh. B K Joshi	Dy Dir (SS)	Faculty Member & Course Director AFHQSS training
3	Sh. Parthendra Vasaniya	Dy Dir (Establishment Rules)	Faculty Member & Course Director Provisioning, Raj Bhasha, Library
4	Sh. Anil Arora	Dy Dir (Office Management & IT)	Faculty Member & Course Director I.T. Services
5	Sh. Deepak Kumar Bist	Dy Dir (Adm Rules & Vigilance)	Faculty Member & Course Director Coordination
6	Smt. Namita Malik	Dy Dir (Behavioural Techniques)	Faculty Member & Course Director Administration
7	Sh. Gunjan Gandhi	Dy Dir (Financial Management)	Faculty Member & Course Director Financial Management
8	Smt Vaishali Darbhe	Asst Dir (OL)	Official Language Policy Implementation
9	Sh Praveen Bahuguna	Asst Dir (Office Management & IT)	Faculty Member & Course Director I.T. Services
10	Sh. Puneet Kumar Sharma	Asst Dir (Adm Rules & Vigilance)	Faculty Member & Course Director Coordination
11	Sh. Vijayanandan K	Asst Dir (Financial Management)	Faculty Member & Course Director of Financial Management
12	Sh. Ravikant Vinayak Yadav	Asstt Dir (Admin)	Faculty Member & Course Director of Administrative Matters
13	Sh. Arjun Jena	Assistant Section Officer	Dealing Hand
14	Sh. PS Prabhakar Kumar	Assistant Section Officer	Dealing Hand
15	Sh. Tarun	Assistant Section Officer	Dealing Hand
16	Sh. Akash Verma	Assistant Section Officer	Dealing Hand
17	Sh. A K Mishra	Sr. Sectt. Assistant	Dealing Hand
18	Sh. Ashish Patel	Sr. Sectt. Assistant	Dealing Hand
19	Sh. Sunil Kumar	Sr. Sectt. Assistant	Dealing Hand
20	Sh. Suresh	Jr. Sectt. Assistant	Dealing Hand
21	Ms. Divya	Jr. Sectt. Assistant	Dealing Hand
22	Sh. Hemant Kumar Himanshu	Jr. Sectt. Assistant	Dealing Hand
23	Sh. Anjani Kumar Singh	Bindery Assistant	Binding of Training Materials, Photocopying of hand outs
24	Sh. Ram Bhavan Patel	Multi-Tasking Staff	Job of MTS
25	Sh. Devinder Kumar	Multi-Tasking Staff	Job of MTS
26	Sh. Paan Singh	Multi-Tasking Staff	Job of MTS
27	Sh. Deepak	Multi-Tasking Staff	Job of MTS

Mobilization and Counselling

Trained Trainer Team

 

Our Resources

 VIPS FOUNDATION EMPOWERING .....SKILLS…ENHANCING LIVES

VIPS FOUNDATION  is a national branded Skill Development Training Centre in the country. Presently, it is enjoying a prime position keeping its counter parts at bay. Representation in more than 16 States and having nearly 298 centers across the country speaks the volume of its success and capability that it achieved in course of over TWO decades. VIPS FOUNDATION has carved out a niche of its own in the IT field and gained a place in the hearts of all walks of life.

On receipt of NSDC approval as its Partner, the responsibilities have increased further and hence in order to be more vigor and effective in its activities and to create a Hallmark of its own, VIPS FOUNDATION has now focused on RETAIL, BANKING, FINANCE, TELECOM, and ELECTRONIC Sector courses. The orders received from Odisha and Jharkhand to provide skill training in RETAIL, BANKING, FINANCE, TELECOM AND ELECTRONIC Sector courses apart from IT applications clearly indicates the importance of these sectors in the present market as far as employability is concerned.

The formula behind VIPS FOUNDATION’s success in this competitive world is its qualitative education with constructive thinking and positive steps in order to accommodate more students who come with a lot of expectations. It maintains Total Quality Management (TQM) uncompromising in any aspect right from the Faculty to the infrastructure. Innovation is its inner strength to be in the race and to maintain a lead. More than a million students have been rolled out from this Institution fulfilling their aspirations in computer knowledge

Yoga Workshop

Makeup Artist Lab

Induction Kit Distribution

Handbook Distribution