Every expanding employer eventually meets the same wall: experienced people are scarce, expensive and quick to leave, while freshers need months of training before they are productive. Apprenticeship offers a structured way through. Done well, it gives you a steady flow of trained operators, technicians, sales executives and office staff in every state where you operate, with part of the stipend supported by the government. Done badly, it becomes a paperwork exercise that produces neither skills nor loyalty.
This guide explains how employers can build a pan-India apprentice pipeline using the National Apprenticeship Promotion Scheme (NAPS) and the National Apprenticeship Training Scheme (NATS), and how our group at Galaxy Resource Pvt Ltd (GRPL India) helps companies recruit and convert apprentices across locations. Scheme terms change, so always confirm current rules on the official portals.
NAPS and NATS: Which Scheme Fits Which Role?
NAPS: for trades, non-graduates and optional trades
NAPS, run by the Ministry of Skill Development and Entrepreneurship through the official apprenticeship portal, covers designated trades such as electrician, fitter and machinist, and optional trades designed by employers or sector skill councils, including retail, logistics, customer service and many office roles. Candidates may be ITI holders, 10th or 12th pass, or graduates in some optional trades.
Under NAPS-2, the government supports 25% of the stipend paid, up to ₹1,500 per apprentice per month, transferred directly to the apprentice's bank account after the employer pays its share. A Press Information Bureau release on NAPS-2 reports that more than 52 lakh apprentices have been engaged since 2018-19 and that minimum stipend rates were revised in September 2025 and linked to inflation.
NATS: for graduates and diploma holders
NATS, run by the Ministry of Education through the Boards of Apprenticeship Training on the NATS portal, covers engineering and non-engineering graduates, diploma holders and some vocational streams. It suits roles such as junior engineers, quality and maintenance trainees, accounts and HR trainees, and management trainees.
Many employers use both: NAPS for shop-floor and front-line roles, and NATS for graduate trainee programmes.
Why Apprentices Work for Multi-City Employers
- Local talent in every location: apprentices are recruited near each plant, branch or warehouse, which reduces relocation and early attrition.
- Lower cost of skill-building: stipend support and structured training reduce the cost of developing new staff.
- Try before you hire: a 6–12 month apprenticeship is a long, realistic assessment before you offer a permanent role.
- Consistent standards: a common curriculum across locations creates a common baseline of skills.
- Employer branding: a visible apprenticeship programme attracts young candidates and builds goodwill in local communities.
Know the Rules Before You Scale
Under the Apprentices Act and rules, establishments above a minimum size are expected to engage apprentices within a band linked to their total workforce, including contract workers. Check current thresholds and percentage bands on the portal for your situation.
Two compliance points deserve special care:
- Apprentices are trainees, not workers. The Ministry has warned establishments that registering regular employees or workers as apprentices to claim scheme benefits is barred and can invite penal action.
- Pay stipends on time. The employer pays its share of the stipend by the tenth of the following month; the government's share follows through direct benefit transfer.
A Seven-Step Plan for a Pan-India Apprentice Pipeline
- Map demand by location and role. List roles that are hard to fill or high in attrition in each state, and estimate apprentices needed per batch.
- Register the establishment on the apprenticeship portal and NATS portal, adding every location that will host apprentices.
- Choose trades and curricula. Use designated trades where they fit; design optional trades with sector skill councils for roles like retail associates or customer support.
- Appoint and train mentors at each site. A good supervisor matters more than the scheme itself.
- Recruit locally and fairly. Partner with ITIs, polytechnics and colleges, run apprenticeship melas and use recruitment partners for screening.
- Track progress monthly. Attendance, skill milestones, assessments and stipend payments, with one dashboard across all states.
- Convert the best. Decide conversion criteria in advance and make offers before completion, so trained apprentices do not leave for competitors.
Common Mistakes to Avoid
- Treating apprentices as cheap labour with no training plan.
- Letting each location run its own programme without shared standards.
- Delaying stipend payments, which damages trust and reputation.
- Ignoring conversion, so trained talent walks away after completion.
- Under-investing in mentors and safety induction.
Measure What Matters
Track a small set of numbers across all locations: apprentices engaged against plan, completion rate, average time to productivity, conversion rate to permanent roles and one-year retention of converted apprentices. Compare these with laterally hired staff in the same roles. Most employers find converted apprentices cost less to develop and stay longer, which makes the business case for expanding the programme to new states.
How the GRPL Group Supports Apprentice and Trainee Hiring
Galaxy Resource Pvt Ltd (GRPL India) coordinates entry-level and trainee hiring from Lucknow for employers across Uttar Pradesh and other states. Naukri Hunter runs outreach to ITIs, colleges and fresher candidates at scale; Zeevika Consultancy and Bharti HR recruit the supervisors, trainers and managers who run programmes; and Optistaff Solutions Private Limited supports staffing for roles outside the apprenticeship scope. Our candidate-facing guide to NATS graduate apprenticeship eligibility and stipend is a useful resource to share with applicants.
Browse fresher and trainee roles on our job openings page, such as an MBA fresher management trainee role in Lucknow, an HR trainee opening for freshers and our 2026 entry-level hiring drive across Uttar Pradesh.
Frequently Asked Questions
Can small companies engage apprentices?
Yes. MSMEs make up a large share of registered establishments, and third-party aggregators help smaller firms with registration and contracts.
Are apprentices covered by PF?
Apprentices engaged under the Apprentices Act are generally not employees for PF purposes, but confirm with your adviser for your case.
How long should an apprenticeship last?
Most optional-trade and graduate programmes run for six to twelve months, while some designated trades run longer. Choose a duration that matches the time a new joiner genuinely needs to become productive in the role, and plan conversion decisions around the final two months.
Conclusion
A well-run apprentice pipeline turns local young people into skilled, loyal employees in every state where you operate. Combine NAPS and NATS, follow the rules carefully, invest in mentors and convert the best, and apprenticeship becomes a core part of your pan-India talent strategy.
Start Your Apprentice Programme With GRPL India
Tell us your locations and roles, and we will help you plan batches and sourcing. Reach the GRPL India employer desk, read about Galaxy Resource Pvt Ltd and our group brands, or find more talent pipeline guides on our blog.
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