EnAble India Case Study

Submitted by :

Venkatesh K.G

Radha Narayanan

Empowering the differently abled people

Who are we

What do we do

Why do we do it

How do we do it

Enable India – an NGO started by 2 IT professionals

Provide economic independence to differently abled people

An increasing trend in the number of disabled people in India who are seen as a curse of nature need to be enabled and empowered to significantly impact the nation and improve their living standards

Partner with like minded organizations to offer:(a) Workplace solutions(b) Training & Development (c) Entrepreneurship VenturesThe goals are achieved through a 3-step process of:(1) Educate, train and equip the people with suitable aids that will

improve their employability(2) Source and enable job placements(3) Improve candidate’s assertiveness, confidence and independence

EnAble India – An introduction

Gap Analysis and Solutions for the services offered (1/3)

1 Workplace Solutions

CURRENT

• Understand functional limitation to perform job and provide customized solution.

• Provide technical aids to customers

• Processes are not error proof leading to poor service

GAP

• No sustainable long-term trainers

• Resource constraint that include:

• Trainers

• Funds

• Training facilities, Equipments and gadgets

• No sustainable teaching methodology

SOLUTIONS

• MoU with Engineering and MSW colleges for student trainer interns

• Concentrate on short-term projects

• Enroll corporate volunteers as part of tie-up with organizations on their CSR initiatives

• Outsource the tech support function to IT companies to be included as part of their CSR initiative

2 Training & Development

CURRENT

• Courses related to jobs in various industries.

• Training is broad-based that covers computer centric training, medical transcription courses and even life-skills training.

• Most trainers are ex-candidates that help them relate better to the candidates.

GAP

• No sustainable long-term trainers

• Unable to tap the full strength of the alumni base due to:

• Time constraints of alumni

• Unavailability of facilities for meetings

• Social inactiveness of alumni

SOLUTIONS

• Leverage communication technologies like Skype and Google hangouts to connect with candidates to train

• Increase publicity though online social media by creating accounts for every candidate so that they can continue to be part of the community even after they graduate.

• Incentivize alumni through recognition awards, popular press coverage and global community memberships

• Establish buddy-mentor programs that pair up existing students to alumni to establish a long-term relationship

• Organize national level symposiums with renowned personalities.

• Partner with b-schools for live projects and also utlize their facilities

Gap Analysis and Solutions for the services offered (2/3)

3 Entrepreneurship Ventures

CURRENT

• Provide a platform for candidates to setup businesses

• Provide funds for candidates for business startups in the form of an interest free loan.

• Currently this business line is seen to be something that has scope for improvement.

GAP

• Limited knowledge to evaluate whether a business will be profitable or not.

• Candidates untrained in the skillsets required to startup a new business from scratch.

• Non-availability of any management consultants to train candidates.

SOLUTIONS

• Setup an incubation cell in partnership with reputed consulting firms like E&Y or McKinsey. The incubation cell can be a CSR contribution of the firm and will:

• Provide viability analysis of new ideas and ventures of candidates

• Provide startup mentoring and industry connections

• Help connect candidates to interested venture capital firms and angel investors

• Provide space for startups

• Help the businesses with legal, HR and Accounting facilities

• Appoint industry leaders as knowledge partners

• Enable candidates to secure manpower through partnership with colleges and b-schools in the form of live-projects

Gap Analysis and Solutions for the services offered (3/3)

Enable India is past its emergent stage and is poised for growth. It has expanded, established functional and program units. While long-term goals have been set and a strategic plan made, there are clearly multiple ways for Enable India to grow and hence the launch and growth stage is taken as a reference for organizational structure planning.

It is recommended that a flat organizational structure is adopted by Enable India to remove hierarchical learning barriers and be nimble to act quickly on actions. The following structure is a representation of what Enable India can consider.

Enable India – Organization Structure recommendation

Board of Trustees

Program coordinator

Workplace Solution

Lead

Training & Developme

nt Lead

Entrepreneurship Ventures

Lead

Accounting & Legal

Alumni & Public

Relations & Fund

Raising

Work place: Solutions Expert, Volunteer, Community supervisor

Probable Key Designations

Trng & Dev: :Visual Trainer, Voice trainer, Skill developer, Volunteer

Ent Ventures: : Incubation cell manager, Fund manager

Others: HR & Admin manager, Legal head, Accounts manager, Alumni coordinator, Fund raising manager, PR manager

Strategy for implementation

•We are considering 3 major cities in Karnataka (Bangalore, Mysore and Mangalore) initially since our NGO is based on Karnataka. So we need to follow divide and conquer strategy .•Having these cities in mind, we will consider the surrounding towns/villages where we can provide our service.•In the towns considered, we will have to have tie-ups with other NGO’s which are into skill & Development. They would be willing to join us since they are also benefited by our service.

Training Implementation :

Step 1 :- Indentify and get the count of the number of physically challenged people in a location. This will enable us to assess the resource allocation at a particular locality.

Strategy for implementation (cntd..)

Step 2 :- Segment the candidates into different categories of disability

Step 3:- Note down all the set of functional training which can be given to the candidates.

Step 4:- Get the head count of the people who are willing to help us for the reason . Also categories as to what kind of impaired candidates they are interested in training.

Step 5 :- Identify the adjacent towns they are willing to spend during week end and help the candidates.

Step 6:- Identify the technical training required for the physically impaired and assess the time required for that class of candidates.

Step 7 :- Prepare an matrix specifying the number of physically challanged, category of impairment, training required and the number of hours of training required.

Step 8 :- Share the matrix prepared with the volunteers who are interested in training. Also let them know as what is expected from them.

Step 9 :- At the end , prepare one more matrix including resource allocation to the previously prepared matrix

Strategy for placement/ entrepreneurship

Step 1 :- Create an account in linbkedin / facebook when they are in the campus . Include them in our NGO group. So that they will be associated with us and future correspondence will not be an issue.

Step 2 :- Contacting the alumns , ask their linkedin / facebook id and ask them to join our group. So that further correspondence will not be an issue.

Step 3:- Request the alumns to train our candidates at the location of their convenience.

Step 4 :- Prepare a list of all trained candidates in our program. Also include what training they got.

Step 5 :- Assess their skills by conducting a test and check if they are sufficiently skilled to start their own business.

Step 6 :- Once they are found suitable, we can contact B-Schools / corporates to help them with the business model and how they need to start the business.

Step 7 :- With the plan in hand, we can get guidance from corporates on the estimate for the business and arrande for funds (This is discussed in the document sent over email.)

Thank you

Submitted by :

Venkatesh K.G

Radha Narayanan