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Hunar: Pathways to Progress

Background

Despite increasing levels of formal education, many young people remain unequipped for the demands of the modern workforce. The gap between academic learning and market expectations is wide, with a significant number of young people lacking the technical, digital, and soft skills needed for stable employment.

Only 2.3% of the workforce has undergone certified training, and just 29% of graduates possess the skills needed for employment. Factors such as outdated curricula, minimal exposure to practical learning, and limited industry engagement contribute to widespread unemployability. As a result, many youth—particularly low-income and rural households — end up in informal or underpaid jobs that don’t match their potential or aspirations. 

Employers consistently report difficulty in hiring skilled talent, especially roles in logistics, finance, green energy, apparel, and healthcare—sectors where demand is growing rapidly. At the same time, social and regional disparities continue to restrict access to these opportunities, particularly for young women, who face additional socio-cultural and structural barriers to workforce entry.

Scope of Intervention

Hunar: Pathways to Progress addresses these challenges by offering an 18-month, end-to-end intervention model that combines technical training with soft skills, digital literacy, mentorship, and placement support. Through its learner-centric approach and strong industry partnerships, the program not only bridges the skill-employability gap but also contributes to improved household incomes, gender equity, and inclusive economic development.

The Hunar initiative is more than a skilling program—it is a platform for aspiration. From first-time job seekers to budding entrepreneurs, Hunar is enabling young Indians to move from potential to progress.

Program Lead & Collaborators

  • Lead Partner: PCI India – Program design, training execution, monitoring & evaluation
  • Funding partner: Citi – supporting CSR-based employment generation
  • Training Academies (16 total): On-ground mobilization, skilling, and placement coordination
  • Industry Partners: Recruitment support, guest lectures, and post-placement engagement

What We Did

The Hunar model is designed across three strategic phases over 18 months:

Phase 1: Mobilization & Onboarding (0–5 months)

  • Outreach across 8 districts in Maharashtra and West Bengal
  • Enrolment of 52,000 youth through schools, colleges, SHGs, job fairs, and social media
  • Pre-assessment, counseling, and mapping of learners to relevant courses

Phase 2: Skill Development & Certification (3–12 months)

  • Delivery of 100–150 hours of training per course, including soft skills and digital literacy
  • Guest lectures, exposure visits, and industry-aligned curriculum (NSDC/QP norms)
  • Completion of assessments and certification across sectors

Phase 3: Placement & Career Support (6–18 months)

  • Job readiness training, mock interviews, and placement drives
  • 6-month post-placement handholding through phone check-ins and grievance redressal
  • Career dashboards for learners with access to continued learning and job portals

Outcome

  • 52,000+ learners across Maharashtra and West Bengal trained (sector-specific, demand-driven training and career support), and over 36,000 youth placed
  • 60% women participation, promoting workforce inclusion
  • 70% placement rate, with average salaries between ₹8,000–₹12,000
  • 66% learners saw over 100% increase in household income
  • Placements within 14–60 days for the majority
  • Job roles across 7 sectors, including Warehouse Associate, Microfinance Executive, Assistant Fashion Designer, and Solar PV Helper