PIA GAYRIMENKUL

Pia Gayrimenkul, Türkiye'nin önde gelen gayrimenkul şirketlerinden biridir. 1994 yılında İstanbul'da kurulan şirket, konut, ofis, ticari ve turistik gayrimenkul projelerinin geliştirilmesi, inşaat yönetimi, emlak danışmanlığı, proje finansmanı ve satış sonrası hizmetler gibi alanlarda faaliyet göstermektedir.
Pia Gayrimenkul, son yıllarda özellikle İstanbul'da birçok büyük proje gerçekleştirmiş ve gayrimenkul sektöründe önemli bir konuma yükselmiştir. Şirket, kaliteli hizmet anlayışı, yenilikçi çözümleri ve müşteri memnuniyeti odaklı çalışmalarıyla sektörde takdir toplamaktadır.
Pia Gayrimenkul'ün hizmetleri, konut projelerinden ticari ve ofis projelerine kadar geniş bir yelpazede yer almaktadır. Şirket, müşterilerinin ihtiyaçlarını en doğru şekilde belirleyerek, alanında uzman ekiplerle birlikte projeleri hayata geçirir. Ayrıca, projelerin finansmanı ve satış sonrası hizmetler de şirketin önemli hizmetleri arasındadır.
Sonuç olarak, Pia Gayrimenkul, Türkiye'nin gayrimenkul sektöründe saygın bir yere sahip olan bir şirkettir. Kaliteli hizmet anlayışı, müşteri memnuniyeti odaklı çalışmaları ve uzman kadrosuyla sektördeki yerini her geçen gün daha da sağlamlaştırmaktadır.
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Over 55 million of the rural poor are young, between the productive ages of 15 to If they are gainfully employed, they will fuel India's growth story. India's rural youth, can become a demographic advantage. If we train the underserved rural youth for employment, we will be able to transform poverty into productivity and aid in the broader economic objectives of the country. Towards this task, we look to our Project Implementation Agencies PIAs as our partners in adding effort and innovations leading to quality training and placements, thereby aiding in poverty alleviation. It's only our partners who can help us convert this demographic opportunity into a demographic dividend.

Over 55 million of the rural poor are young, between the productive ages of 15 to If they are gainfully employed, they will fuel India's growth story. India's rural youth, can become a demographic advantage. If we train the underserved rural youth for employment, we will be able to transform poverty into productivity and aid in the broader economic objectives of the country.

Towards this task, we look to our Project Implementation Agencies PIAs as our partners in adding effort and innovations leading to quality training and placements, thereby aiding in poverty alleviation. It's only our partners who can help us convert this demographic opportunity into a demographic dividend. Read More. As part of the Ministry of Rural Development, it caters to the largest youth stream in the country, the 55 million strong rural poor youth between the ages of 15 and Through its parent program of Aajeevika , it has access to numerous Self-Help Groups SHGs across the country where the members not only facilitate in mobilization but also in ensuring attendance, facilitating village or community level participation and monitoring progress at regular intervals.

It is also connected with rural Employment schemes like the MGNREGA , has credible access to Gram Sabhas and Gram Panchayat through its sister agencies and an experiential knowledge spanning over decades of running successful programs in the hinterland. This ensures that DDU-GKY can facilitate you to access and mobilize a large number of committed youth to training centres.

In addition, DDU-GKY has invested in the making of a Quality Assurance framework comprising of Guidelines and Standard Operating Procedures SOPs to define minimum benchmarks, systematize processes, define service level standards and build transparency in operations as well as managing delays and defaults, thereby introducing predictability in government process and reducing Inspector Raj.

The online software not only makes it easy to submit, but also automatically prioritizes and scores proposals, without human intervention, and uniformly across the country.

So if you are an educational institute of repute, a large employer with training infrastructure or a large private skill training expert with commitment and best practices, DDU-GKY is the right partner to grow with. Any registered organization other than proprietorships or partnerships, however a limited liability partnership or LLP is accepted can apply to be a Training Partners.

At the time of application, a partner should have positive net worth in at least two of the last three financial years and a turnover of at least 25 percent of the size of the project cost being proposed.

DDU-GKY also allows for a consortium of partners to apply, but wherein one partner takes the management lead and responsibility for goals and outcomes. If you belong to any of the above, it's time we start a conversation. DDU-GKY invests in projects, but it's our training partners who play the all-important role of becoming the bridge between industry and candidates. Building a project requires partners to complete a proposal, and strategic tasks that involve:. Once the project is approved, the five pillars that lead to success for our training partners are:.

Click to zoom. Mobilization: Mobilization is the task of getting the "right candidates" into the training program, it involves visiting villages, meeting with all relevant youth, identifying the right candidates through aptitude or psychological tests, counselling potential candidates as well as their families and finally enrolment with necessary documentation.

Further, it will assist you in developing content, psychometric assessments to identify latent strengths, counselling and selection of candidates prior to commencement of training.

Some states use this fund to run advertising campaigns, mobilizing youth into mass mobilization camps at the district level. You can participate with the state and other partners in such camps and select eligible candidates for your course.

Training: comprises of setting up of a training centre in compliance with the norms and standards of DDU-GKY SOPs and delivering the program at the centre using industry relevant training, technology enabled and innovative training content, qualified trainers, pedagogy, engaging training methods, work readiness inputs, and work oriented counselling.

Training duration can range from hours to 2, hours from a minimum of 3 months to a maximum of 1 year and allows for On-the-Job Training OJT as well. As part of training, there are other responsibilities as well, like provision of Aadhaar cards or equivalent, starting a bank account, provision of uniforms and stationery among other candidate entitlements.

Kindly refer to the Guidelines and SOPs for a complete list. Training Assessment and certification: is about facilitating Independent third party certification to assess the skill, knowledge and attitude of trainees. All successful eligible candidates will be provided with relevant government recognized and cobranded Skills Certificates.

Facilitating placements and tracking performance over 1 year, with 3 months of intensive engagement is also part of the placement process. Post placement support: Candidates placed often have very myriad needs, both monetary and psychological. Providing candidates with assistance in terms of adjusting in a new city or helping them manage their monthly finances is a key responsibility. Refer to investment norms below for more details.

So how do we decide whether the partnership is a good fit? We have identified and notified a 4-stage transparent appraisal process and have set up an Empowered Committee [EC] that convenes for project approvals. The notification can be found in the Resources tab. We review each application independently, with a focus on the readiness of the partner and the best interests of candidates and employers.

We look for alignment of values and beliefs, financial and proposed project merits, relevant skilling and placement experiences, team and capacity of the team, transparency and accountability and the readiness to implement the project as key criteria. Based on these, automatic scores are awarded which determine the rating, investment and the extent of investment.

The first step in putting together a project lies in identifying which job-roles or courses would you like to offer. Coming from rural India, our youth require some additional inputs to prove themselves and retain jobs. This calls for training in soft skills, functional English and computer education basic IT skills in addition to training for domain skills. These are essential ingredients that we believe, will enable our candidates to work and grow in their jobs. Our training partners are also welcome to propose and submit multiple projects with multiple trades or job-roles.

Each project, however is identified to a State. Multi state projects are not accepted. However, a training partner can propose multiple projects in multiple states in keeping with their business plans and infrastructure or investment capacity. Together, we want to transform rural poor youth into an economically independent and globally relevant workforce. Together, we are committed to manifesting this transformation and moving people from poverty to productivity and prosperity.

At DDU-GKY we follow a fixed cost model and incentives linked to successes in outcomes to training partners who meet eligibility requirements. We also encourage innovations, not only in training and pedagogy, but also in projects on the whole.

The investment model follows the preferences indicated earlier, through a simple process of categorization of partners and projects. The preference list identifies criteria that will earn you, the partner, Category 'A'. All others are automatically placed under Category. In case of multiple projects, each project will be limited as above, while the relationship with the PIA can be scaled as needed or possible.

All processes of investment decisions, programme management and monitoring tasks are completed by Technical Support Agencies TSAs on behalf of the Ministry of Rural Development.

The TSAs are independent entities with adequate resources and past experiences of managing large skilling projects in rural India. They also play a crucial role in capacity building of partners. To know more or enrol into one, click here to write to us.

Training providers are also give incentives for job retention staying on the job or labour market for a period of 12 months post placement and career progression growth in monthly salary of Rs.

Incentives are also given for facilitating foreign placements and conducting live distance training. Currently, the incentives are as follows:. Stay updated, to know what's happening, keep an eye on the notifications that are issued, you will also receive these by email, make sure to check your spam settings.

Our Project Proposal Forms are not open all the time. Click here to know when they will be open. We currently have several proposals under review; we will get back to you at the earliest. Write to us to know the status of your proposal. The SOPs have been put together after careful considerations and a number of discussions involving different stakeholders.

To refer to the SOPs, download the manual, here. We have also created an E-learning module on SOP, so that there is clarity in implementation, for any queries on the SOP or how to use the E-learning module, click here to write to us. IndiaCan is one of DDU-GKY's partners to help us bring about a wave of prosperity, growth in rural India by transforming our youth into a skilled and globally relevant workforce.

IndiaCan is country's leader in network of technology based satellite centers and vocational training. IndiaCan has successfully established and run vocational training centers in 15 states till now. Read more. Language English हिन्दी. Search Search form Search. Who is eligible to apply? What skills to choose from? What do you need to get enrolled into a training program?

How do we select our partners? The Investment Model How to register? Home » Partners » PIA. Read More Partner with us? Are you already a Partner? Why should you partner with us? That said, DDU-GKY prefers the following partners: Organizations who can train and place more than candidates overseas Organizations who can enter into Champion Employer MoU , train and place over 5, candidates in 2 years See employer's section for more information Organizations who can enter into Captive Employer MoU , train and absorb over candidates every year in their business or in subsidiary businesses See Captive Employer section for more information Organizations with a turnover of more than Rs.

What are a training partners' key roles? Building a project requires partners to complete a proposal, and strategic tasks that involve: Once the project is approved, the five pillars that lead to success for our training partners are: Click to zoom Mobilization: Mobilization is the task of getting the "right candidates" into the training program, it involves visiting villages, meeting with all relevant youth, identifying the right candidates through aptitude or psychological tests, counselling potential candidates as well as their families and finally enrolment with necessary documentation.

The Investment Model. Our investment is on the basis of three different project sizes as highlighted below: Click to zoom In case of multiple projects, each project will be limited as above, while the relationship with the PIA can be scaled as needed or possible.

Currently, the incentives are as follows: Job retention for 12 months from completion of training: Rs. How to register? Ready to become a training partner? Register for PRN with us and prepare to apply for projects. Keep it safely. This TRN has to be referred to in all your communication.

Pia Gayrimenkul Serpil Sanaç ⭐, Ⓜ Göztepe, Turkey, İstanbul, Kadıköy, Karanfil Sok., 16A: photos, address, and ☎️ phone number, opening hours, photos. See 2 photos from 12 visitors to Pia Gayrimenkul. Office in İstanbul, İstanbul. Foursquare City Guide. Log In; Sign Up; Nearby: Get inspired: Top Picks; Trending; Food; Coffee; .