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If we could train and unpskill Nepali labor traveling abroad, could we significantly increase the earned income? Could such a potential increase fund the training itself?

Summary of the Low‑Skilled Nepali Migrant Upskilling Program

1. Problem Statement
   • Over 500,000 Nepalis travel abroad each year for low‑wage jobs in construction, agriculture, and service sectors.
   • Workers face limited mobility, low wages, and high risk of exploitation.
   • Existing training schemes do not reach this group because they lack relevance, affordability, and accessibility.

2. Program Goal
   • Equip low‑skilled migrant workers with market‑relevant skills so they can secure better‑paying, skilled positions overseas and improve their overall well‑being.

3. Core Components
   • Pre‑departure Training (30 days)
     • Sector‑specific technical modules (e.g., masonry, carpentry, window cleaning, hospitality).
     • Practical workshops, classroom lessons, and basic language instruction.
   • Vacation Upskilling
     • Short courses offered during workers’ holidays in Nepal to refresh or add new skills as market demands change.

4. Partnership Network
   • Manpower companies – identify job needs and help place trained workers.
   • NGOs – provide expertise in skills development and worker outreach.
   • Government technical schools (CTEVT) – supply facilities and qualified instructors.
   • International development agencies – offer funding and technical support.

5. Success Metrics
   • 20 % rise in average monthly wages within six months after training.
   • Higher placement rates in skilled jobs with reputable employers.
   • Improved worker satisfaction and reduced vulnerability to exploitation.
   • Long‑term benefits for families through increased remittances and overall quality of life.

6. Strategic Benefits
   • Strengthens Nepal’s position as a source of skilled labor rather than just low‑wage workers.
   • Creates a sustainable model that can be replicated for other skill areas.
   • Enhances national economic development by raising incomes and improving human capital.

7. Implementation Notes
   • Training centers should be located at accessible sites (e.g., Mahabir Pun’s Krishi Aujar karkhana).
   • Continuous monitoring and evaluation will track outcomes and guide program adjustments.
   • Ethical safeguards must be in place to prevent post‑training exploitation.

This program offers a practical, collaborative framework to raise the earning potential and dignity of Nepal’s migrant workforce while delivering measurable economic and social returns.