Latest news with #SSCs
Time of India
23-05-2025
- Business
- Time of India
'Allow Urban Co-op Banks to issue share certificates'
MUMBAI: To strengthen Urban Co-operative Banks (UCBs), a discussion paper by the Reserve Bank has proposed to allow them, especially larger ones, to issue 'Special Share Certificates' (SSCs) that can be counted as core capital but won't have voting rights. They can be traded on the bank's website or, eventually, stock exchanges to attract more investors. The paper suggests permitting UCBs to offer loans to Perpetual Non-cumulative Preference Shares (PNCPS) investors, up to certain limits, to make these investment options more appealing. Stay informed with the latest business news, updates on bank holidays and public holidays . AI Masterclass for Students. Upskill Young Ones Today!– Join Now
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Business Standard
22-05-2025
- Business
- Business Standard
RBI moots special shares for UCBs as new source to raise capital
The Reserve Bank of India (RBI) has mooted a proposal for urban co-operative banks (UCBs) with deposits of more than Rs 10,000 crore to issue Special Share Certificates (SSCs) to their members or to persons residing within their area of operations. This will offer an additional avenue for raising capital, alongside the existing arrangement for issuing member shares. These special shares are to be issued at book value and would carry the same face value as member shares. However, SSCs shall be issued without voting rights and will not confer any form of membership rights on investors, according to the RBI's discussion paper on capital-raising avenues for UCBs. The RBI noted that a system of dual-class shares in co-operative institutions is well established internationally. It also pointed out that amendments to the Banking Regulation Act made in 2020 contain enabling provisions for the issuance of such special shares. The premium—defined as the difference between the face value and the book value—received on SSCs may be transferred to a 'Special Shares Premium Account'. This account may be disclosed under 'Reserve Fund and Other Reserves', the RBI added. The outstanding amount of SSCs (excluding premium), along with the outstanding amount of Perpetual Non-Cumulative Preference Shares (PNCPS) and Perpetual Debt Instruments (PDIs), should not exceed 35 per cent of the total Tier I capital at any point in time. The board of directors of the UCB will be empowered to determine the amount of SSCs to be raised by the bank. UCBs will be required to submit the offer document to the RBI—including all necessary details and disclosures regarding SSCs—at least one month prior to the issuance date.
Time of India
09-05-2025
- Business
- Time of India
Can India create an effective framework to bridge the skill gap in its workforce?
Skill shortage, where job vacancies remain unfilled due to a lack of qualified candidates. Skill gap, where individuals, even if formally qualified, lack actual competencies needed to perform effectively on the job. The study also broadens the definition of 'skills' to include not only technical and vocational proficiency, but also cognitive and socio-emotional capabilities - all of which are critical for productivity and long-term employability. To test and validate the proposed framework, the study took a stepwise approach. Live Events Selected 7 high-growth sectors based on such indicators as their contribution to GVA, employment share, growth trajectory and strategic relevance. Additional parameters such as input-output multipliers and sunrise potential were used to identify sectors most likely to drive employment in the short-to-medium term. Roles, as defined by Sector Skill Councils (SSCs), were aligned with National Classification of Occupations (NCO) 2015 to ensure consistency across data and analytical frameworks. This harmonisation enables more accurate forecasting and helps align skill development efforts with actual labour market needs. Macro-level workforce analysis included examining the profile of workers - educational qualifications (general, technical and vocational), gender and occupation types - using available national datasets like PLFS and Annual Survey of Industries. Simultaneously, the study identified geographical clusters across states and districts to understand where economic and employment activity is concentrated. Input-output modelling techniques used to forecast shifts in job demand over a 3-year horizon. Drawing on data from NAS, PLFS and international growth forecasts, these simulations offered insights into the scale and nature of workforce requirements likely to emerge across sectors. Identification of top occupations or potentially facing skill shortages and/or gaps, stakeholders across the value chain were systematically mapped and interviewed. India needs a dynamic framework to track skill demand and supply. While national and state-level studies have been conducted since 2011, lack of a common methodology has made it difficult to reconcile a national 2024-25, skill development and entrepreneurship ministry and NCAER launched a study to build a unified, scalable framework for skill gap assessment . This aimed to create a regularly updated system for tracking skill needs across states and sectors. It proposes a dynamic framework that enables continuous monitoring and periodic countries with mature skill ecosystems rely on a combination of quantitative and qualitative tools to assess skill needs. India, too, has seen fragmented efforts by multiple institutions, each applying its own framework creates a baseline from which governments, training providers and employers can work together to better target resources, update training curricula, revise qualification packs, and identify underserved regions or occupations requiring focused it requires additional steps needed to make the system fully operational and responsive to real-time changes:A more robust and granular survey instrument can capture data on employment levels, wage structures, qualifications and skill requirements across non-agricultural enterprises, with district-level representation to ensure that local workforce trends are adequately reflected in national vacancies could serve as a practical proxy for identifying hard-to-fill roles. A common national definition of such vacancies would allow for consistent tracking across regions and labour market insights drawn from enterprise records, online job portals and digital employment platforms could help identify emerging occupations, spatial mismatches and shifting industry needs. This would allow for quicker course corrections and timely updates to training curricula and qualification task ahead is to institutionalise the MSDE-NCAER framework and align it with evolving labour market trends through regular data flows and support state-level adoption. For this to happen, skill-gap studies must become central to how we plan, fund and implement investments.
