We at ZIVA Foundation believe skill development works best when the ultimate beneficiary has a monetary stake in the success of the programme. The success of such programmes also is a strong proof of their relevance to the beneficiary.

Our Self – funded programmes are designed after taking into consideration
– The needs of the beneficiary,
– The existing service providers and their service offerings and
– The requirements that employers have for their organization

We use our extensive understanding of different types of beneficiary whether they may be learners looking for white-collar jobs or those who are looking for entry-level jobs in the service sector to design programmes. This ensures that we are targeting a segment where there is willingness and ability to pay.

We also conduct extensive market surveys, research and competition mapping to understand the existing gaps in the market that can be filled by us. These gaps could be in product design, geographical spread of existing product, a new method of delivery or simply a new customer segment

All our Self -paid programmes are linked in various ways to the job market and these range from the employability-oriented programmes to the guaranteed placement programmes. Our deep relationships with employers helps us understand what employers are looking for and thus ensure the success of these programmes, especially from the perspective of the beneficiary.

Skills and knowledge are the driving forces of economic growth and social development of any country. They have become even more important given the increasing pace of globalization and technological changes provide both challenges that are taking place in the world. Countries with higher and better levels of skills adjust more effectively to the challenges and opportunities of globalization.

The quantitative dimension of the Skill Development challenge can be estimated by the following:
  • 80% of new entrants to workforce have no opportunity for skill training. Against 12.8 million per annum new entrants to the workforce the existing training capacity is 3.1 million per annum.
  • about 2% of existing workforce has skill training against 96% in Korea, 75% in Germany


  • To propose a structured and pragmatic solution to address the lack of relevant skills amongst the current and potential workforce of India.
  • To deliver a structured, sustainable and scalable framework to impart skills to the unemployed, underemployed, uncertified and un-benchmarked workers.
  • To dovetail into a larger national framework of human resource development to meet the dynamic needs of industry and the economy.