Programme design
- Role-wise and site-wise intake plan
- Trade, skill and eligibility checks aligned with the scheme
- Supervisor, training and reporting routine for every apprentice
HR consultants and apprentice staffing partner
Apprentice and contract staffing in India
Build a trained shopfloor and operations workforce through apprenticeship and government-scheme routes. HRBS plans the programme, mobilises candidates, manages the engagement and tracks the pipeline, while eligibility and benefits stay with the official schemes.
- HR consultants first
- NATS, NAPS, GET, DET, D.Voc, B.Voc
- Plan, mobilise, track
- Data kept in our IT environment
Is it the right fit?
Is an apprentice-based workforce model right for your plant in India?
Apprenticeship works when it is planned as a workforce programme, not a paperwork exercise. As HR consultants, we test the roles, supervisors, training plan and eligibility first, and we tell you if another hiring route fits better.
This page covers apprentice and government-scheme staffing. For wider shopfloor hiring, see Blue-Collar Hiring and Apprenticeship; for payroll of the engaged workforce, see Payroll Outsourcing.
This model is a strong fit when…
- You hire operators, technicians, helpers or trainees in batches and want a trained entry-level pipeline
- You want to use NATS, NAPS, GET, DET, D.Voc or B.Voc pathways where you are eligible
- You have supervisors and a line where apprentices can learn on the job
- You manage several sites and need one view of intake, attendance and drop-outs
- You are launching or restarting an apprenticeship programme
Look at other routes when…
- You need experienced, ready-to-work staff from day one
- There is no supervisor time or training plan for apprentices
- The roles are not part of a notified trade or programme, or eligibility is unclear
- You need general temporary or seasonal manpower outside the scheme routes
Our role
HR consultants who run apprentice programmes: how HRBS works in India
HRBS is an HR consultancy that delivers workforce programmes. We cover both the sourcing and the programme discipline: plan, mobilise, track.
Sourcing and engagement
- Local channels, training institutes and apprenticeship networks
- Consistent screening and document checks
- Engagement of selected candidates until joining
Operate and report
- Joining, attendance and documentation tracking
- Weekly intake, risk and drop-out report
- Handover into payroll and statutory records
How we work: HRBS provides workforce delivery and programme support. We do not decide statutory eligibility, stipend entitlement or qualification equivalence. These are set by the apprenticeship portals, NCVET, UGC and the relevant authorities, and may change; always confirm the current position before enrolment. Fee terms are agreed in writing before work begins.
Scope
What apprentice and contract staffing with HRBS includes
Scroll to move through the programme. Each card shows what the stage covers and what HRBS does. Scope is agreed in writing for each client.
Eligibility and fit review
Check that the establishment, trades and roles suit an apprentice route before anything starts.
- Roles and trades suitable for apprentices
- Supervisor capacity and training plan
- Current scheme pathway to use: NATS, NAPS, GET, DET, D.Voc or B.Voc
HRBS does: Review your roles and plan, and flag where the official portals or authorities must confirm eligibility.
Intake plan
Turn production or expansion plans into a clear intake calendar.
- Role-wise and site-wise numbers
- Target joining dates and batches
- Skill and trade requirements
HRBS does: Build the intake plan with plant and HR leaders and agree responsibilities.
Candidate mobilisation
Reach the right candidates through local and institutional channels.
- Training institutes, ITIs and polytechnics
- Local channels and referrals
- Apprenticeship networks
HRBS does: Run sourcing campaigns and keep a transparent candidate log.
Consistent screening
Apply one standard across sites.
- Documents and eligibility checks
- Basic skill or trade checks where relevant
- Medical and joining requirements as per your policy
HRBS does: Screen to your criteria and hand over verified shortlists.
Programme documentation
Keep the paperwork aligned with the official process.
- Registration and contracting through the official portals
- Joining pack and induction material
- Records ready for audit
HRBS does: Support your team through each portal step; your establishment signs and owns the records.
Contract staffing support
Where a contract workforce is part of the plan, run it with clear responsibilities.
- Roles of the principal employer and the contractor stated up front
- Attendance, onboarding and records
- Replacement and notice terms agreed in writing
HRBS does: Manage the engagement terms agreed with you and keep statutory records aligned.
On-the-job training routine
Give every apprentice a supervisor, a plan and a review rhythm.
- Induction and buddy routine
- Skill checklist and progress review
- Output norms linked to workforce productivity
HRBS does: Set up the routine with your supervisors and track progress.
Reporting and handover
See the pipeline in one place and hand joiners into payroll correctly.
- Weekly joining, attendance and drop-out view
- Document completeness before the first payroll
- Programme summary for leadership
HRBS does: Report weekly and connect joining data to payroll and compliance.
Confidentiality and data
Government benefits, records and data in apprentice programmes
Apprentice programmes depend on accurate records and on following the official process. This is how HRBS handles both.
Government benefits: what to expect
- Under the official schemes, eligible establishments may receive support such as a share of the stipend
- Eligibility, amounts and conditions are set by the scheme and may change
- Confirm the current position on the official portal before enrolment
Programme records
- Joining, attendance and document records kept in order
- Handover into payroll and statutory registers
- Evidence folders ready for review
Data and AI use
- Candidate and client data is handled within HRBS's own IT environment
- Where AI tools assist, we use standard AI models inside that environment only
- People make selection and compliance decisions
This is a description of our working practice, not legal advice. HRBS is an HR consultancy, not a law firm; legal opinions are provided by qualified counsel.
Why HRBS
Why choose HRBS for apprentice and contract staffing in India
We are HR consultants first. Our programmes are built on plan, mobilise, track, with payroll and compliance experience behind them.
01
HR consultants first, with 25+ years of combined team experience
We started as an HR consultancy: policy, process, compliance and people practices. Search and staffing mandates are shaped by that practice, not run as CV forwarding.
02
Diagnosis before search
We test the role for fit with your strategy, structure and pay before approaching a single candidate, so the brief is one the market can actually fill.
03
Confidential by design
Named contacts only, need-to-know access and written confidentiality terms for every mandate.
04
Data stays inside our environment
Candidate and client data is handled within HRBS's own IT environment. Where AI tools assist, we use standard AI models inside that environment only.
05
Honest about limits
We tell you when a role is unrealistic, when a search should wait, or when an internal move is the better answer. We do not promise timelines or outcomes we cannot control.
06
Advice that continues after the offer
Onboarding, a structured check-in and HR advisory support help a senior hire settle, because a leadership hire is only a success once it holds.
What you get
Apprentice staffing deliverables, engagement model and what stays with you
What HRBS delivers, how an engagement is structured, and where decisions stay with you.
What HRBS hands over
- Eligibility and fit review note
- Role-wise and site-wise intake plan
- Screening criteria and joining document checklist
- Programme operating plan and supervisor guidance
- Weekly pipeline, joining and drop-out report
- Handover pack for payroll and compliance
How it is structured
- Scope, responsibilities and fee terms agreed in writing before work begins
- A named lead and a weekly reporting rhythm
- Replacement and notice terms for the contract workforce set out in the agreement
What stays with you
- Which roles and trades take apprentices
- Eligibility and benefit claims, confirmed with the official portals
- Final selection, signing and ownership of records
- Legal terms, with your own counsel
For MSME clients
Apprentice staffing support for MSMEs and growing businesses in India
Smaller organisations often lack a dedicated HR team to run an apprentice programme. HRBS can scope a lighter version, with review and employer-brand support so you attract and keep the right candidates. Scope and effort are agreed in writing to suit your size.
Programme-readiness review
- Review of roles, supervisors and training capacity
- Review of the scheme pathways that may apply
- A short written note on what to set up first
Employer review support: AmbitionBox, Google and others
- Review how your organisation appears on AmbitionBox, Google and similar platforms
- Claim and complete company profiles with accurate information
- A fair, voluntary process for inviting honest feedback, plus factual replies to reviews
Employer-brand level support
- A clear role pitch for young candidates and their families
- Content for local channels and the careers page
- Honest statements of the training and growth you offer
HRBS does not write, buy or post reviews on anyone's behalf, and does not promise ratings; feedback must come from real employees. Fee terms are agreed in writing before work begins.
How it runs
Apprentice staffing in India: from first call to a running programme
Stage 1
Assess
Review your roles, supervisors, training capacity and the scheme pathways that may apply.
Stage 2
Plan
Agree the intake plan, responsibilities, reporting and written terms.
Stage 3
Mobilise
Source and screen candidates and keep selected candidates engaged to joining.
Stage 4
Enrol and onboard
Support portal steps and joining documents, then induct and assign supervisors.
Stage 5
Train and track
Run the on-the-job routine and report weekly on joining, attendance and drop-outs.
Stage 6
Review and scale
Review results with plant and HR leaders and plan the next batch or site.
Questions
Apprentice and contract staffing in India: frequently asked questions
What does HRBS cover in apprentice and contract staffing?
Apprentice and contract staffing for programmes under NATS, NAPS, GET, DET, D.Voc and B.Voc, and related government benefits. We plan the intake, mobilise and screen candidates, support the engagement and track the pipeline. We do not offer open-ended general contract manpower outside these routes.
Who decides eligibility and stipend support?
The official schemes and authorities do. Eligibility, stipend amounts and conditions are set by bodies such as the apprenticeship portals, NCVET and UGC, and can change. HRBS helps you prepare and follow the process but does not decide or guarantee them.
What are NATS, NAPS, GET, DET, D.Voc and B.Voc?
NATS and NAPS are national apprenticeship schemes, and GET and DET (graduate and diploma engineer trainees) are engaged as apprentices under the Apprentices Act. D.Voc and B.Voc are vocational diploma and degree programmes that include apprenticeship training. Programme rules differ, so we confirm the correct pathway for each role during the first review.
Who is the employer of the apprentice or contract worker?
It depends on the programme and the agreement. We state the roles of the principal employer and any contractor in writing up front, so responsibilities for engagement, records and payroll are clear from day one.
Do you offer replacements if someone leaves?
Replacement and notice terms for the contract workforce are agreed in writing for each engagement. We also track early drop-outs so the cause is fixed and the worker is not simply replaced.
How do you keep records and payroll accurate?
Joining documents are checked before the first payroll, and joining data is handed into payroll and statutory records. Responsibility for the records stays with your establishment, and we help you keep them ready for review.
How is candidate data handled?
Candidate and client information is handled within HRBS's own IT environment. Where AI tools assist, we use standard AI models inside that environment only, and people make selection decisions.
Can an MSME use this model?
Yes, where the roles, supervisors and eligibility fit. For MSMEs we scope the programme to your size and can add employer-brand support so you attract the right candidates. Fee terms are agreed in writing first.
How is this different from your blue-collar hiring service?
Blue-collar hiring covers shopfloor recruitment more broadly. This page is specific to apprentice and government-scheme staffing and the engagement around it. We can combine both in one plan.
What do you need to start?
The roles and sites, planned intake, supervisor capacity, your establishment details for the relevant portals, and your existing training approach. With those we complete the eligibility and fit review.
Related HRBS services
HR services that support an apprentice programme
Blue-collar
Blue-Collar Hiring and Apprenticeship
The wider shopfloor hiring and programme service.
Government schemesGovernment DBT and Apprenticeship Benefits
How apprenticeship and DBT benefits work for employers in Noida and Pune.
PayrollPayroll Outsourcing
Accurate payroll and records for the engaged workforce.
ComplianceStatutory Compliance Audits
Review registers, returns and contractor compliance.
ProductivityTalent Management and Workforce Productivity
Output norms and review routines for new joiners.
AdvisoryFractional CHRO and HR Consultancy
Senior HR leadership for workforce strategy.
Next step
Plan your apprentice programme with HRBS
Talk to HRBS, your HR consultants and apprentice staffing partner in India. One 30-minute call to understand your roles and sites and agree a clear next step, with fee terms set out in writing before any work begins.
Eligibility, stipends and scheme rules are set by the official authorities and may change; benefits are not guaranteed. This page is a general description of our approach and not legal advice.