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Chapter-I

TRAINING AND DEVELOPMENT

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INTRODUCTION

Training and Development is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change

takes place in structured format.

Training means equipping the employee with the required skill. It

is the process of learning a sequence of programmed behaviors it is

application of knowledge. It makes people aware of the rules & procedure

to guide their behavior. It improves the performance of employee in

current Job & prepares them for indented job.

Training is the act of increasing the knowledge and skill of an

employee for doing a particular job it is concerned with importing

specific skill for particular purpose.

After an employee is selected, placed & introduced he or she must

be provided with raining facilities training is the act of increasing the

knowledge and skill of an employee for doing a particular job.

Concentration our mind in the field of industries as a organization,

it need to have will trained and experienced people to perform the

activities that have to be done. If the current or potential job occupant can

meet the requirement training in not important, but every new employee

regardless of his previous training, education and experience needs to be

introduced to work environment of his new employment and to be taught

how to perform specific task.

It is necessary to raise the skill levels and increasing the versatility

and adaptability of employees for their efficient performance to all new

and old employees.

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In absence of a systematic training programme the training cost

would have been rather higher, The interest of about and management

would be closer if not identical if a sound training programme, is

establishment in the organization.

If no planned programme of training is provided in the

organization, employee managers himself by trial and error or by

observing. This training costs much and should have to be eliminated.

In an organization al types of job requires some type of training for

this efficient performance to all new and old employees.

Training is the organized procedure by which people learn

knowledge and skill for different purpose.

MEANING OF TRAINING

Training is a organized procedure which bring about a semi

permanent change in behavior for definite purpose. The three main area

involved are skill knowledge and attitude (some time call social skills)

but always with a definite purpose in mind training is aimed at specific

job based objective rather than the broader society based aims of

education it is important that due attention is paid to training right from

the training when one first starts doing a job.

The job will be really learned satisfactorily by making an

individual repeat and demonstrate step by step during instruction by

keeping a watch fledge of close intervals in the initial stages and by

checking progress periodically later on one can ensure that job will be all

done for all time to come.

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DEFINITION OF TRAINING

According to - Dunn and Stephens

"Training refers to the organization's efforts to improve an

individual's ability to perform a job or organization role, whereas

development refers to the organization's efforts (and the individual's won

efforts) to enhance an individuals ability to advance in his organization to

performs additional duties."

According to - Bill Badly

"Becoming number one is easier than remaining number one"

According to - Date & Beach

The organized procedure by which people learn knowledge and skill for

a define purpose

CONCEPT OF TRAINING

1. The purpose of training is to help employee to meet company

objectives by providing opportunities for employee at all

organizational level.

2. Employee in work organization tends to be most responsive to

training programmes when they feel the need to learn.

3. Learning is more efficient where there is reinforcement in the form

of reward and punishment.

4. In the long run award is more effective for changing behavior than

punishment.

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5. Reward for the application of learned behavior is most useful when

they quickly follow the desired performance.

6. Larger the reward given for good performance greater will be the

reinforcement of the new behavior.

7. Negative reinforcement result in adequate performance.

8. Training that request the employees to make change in his value,

altitudes and social belief usually achieve better results. If the

employees are encouraged to participate, decrease and discover new

behavior.

9. The employee should be provided with feedback on the process he

utilizing training he has received.

The training material should be made as meaningful as possible

OBJECTIVE OF TRAINING

1. To prepare the employee both new and old to meet the present as

well as the changing requirement of the job and the organization.

2. To prepare employee for higher level.

3. To ensure smooth and efficient working of a department.

4. To develop potential of employee for next level job.

5. To increase productivity.

6. To improve quality

7. To meet future heaven resources requirements of the organization.

8. To improve organization climate

9. To improve safety & health.

10.To promote individual and collective morale

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NEED OF TRAINING

The need for training in part depends upon the companys selection

and promotion policies .Companies that attempt to employee only people

who already have the neede3d skills, place less emphasis on training. On

the other hand, firms that stress promotion from within may have to take

special steps to ensure that employee develop the skill which will be

needed.

PRINCIPLE OF TRAINING

People must be interested in learning and be willing to learn

before they will accept training.

The operational objective of the training should be know by those

responsible for in and by those involved in time constraints and

performance standard should be predetermined and also made

known.

Training must be grated to the individual need of those being

trained and be seen to be so.

Training must be done either by a supervisor or manager or by an

agency acting with in pattern fully understood and approved by

the supervisor or manager and which he will subsequently

maintain an reinforce.

People can learn by being told or shown how to do work but best

of all from the personal involvement of doing work to accepted

standards under skilled coaching.

Training should be planned executed and evaluated systematically

in the contest of organization needs.

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TRAINING & DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to

make sure the availability of a skilled and willing workforce to an

organization. In addition to that, there are four other objectives:

Individual, Organizational, Functional, and Societal.

Individual Objectives help employees in achieving their personal

goals, which in turn, enhances the individual contribution to an

organization.

Organizational Objectives assist the organization with its primary

objective by bringing individual effectiveness.

Functional Objectives maintain the departments contribution at a

level suitable to the organizations needs.

Societal Objectives ensure that an organization is ethically and

socially responsible to the needs and challenges of the society

IMPORTANCE OF TRAINING &

DEVELOPMENT

Optimum Utilization of Human Resources Training

and Development helps in optimizing the utilization of human resource

that further helps the employee to achieve the organizational goals as well

as their individual goals.

Development of Human Resources Training and Development

helps to provide an opportunity and broad structure for the development

of human resources technical and behavioral skills in an organization. It

also helps the employees in attaining personal growth.

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Development of skills of employees Training and Development

helps in increasing the job knowledge and skills of employees at each

level. It helps to expand the horizons of human intellect and an overall

personality of the employees.

Productivity Training and Development helps in increasing the

productivity of the employees that helps the organization further to

achieve its long-term goal.

Team spirit Training and Development helps in inculcating the

sense of team work, team spirit, and inter-team collaborations. It helps in

inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to

develop and improve the organizational health culture and effectiveness.

It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building

the positive perception and feeling about the organization. The

employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the

quality of work and work-life.

Healthy work-environment Training and Development helps in

creating the healthy working environment. It helps to build good

employee, relationship so that individual goals aligns with organizational

goal.

Health and Safety Training and Development helps in improving

the health and safety of the organization thus preventing obsolescence.

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Morale Training and Development helps in improving the morale of

the work force.

Image Training and Development helps in creating a better

corporate image.

Profitability Training and Development leads to improved

profitability and more positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e.

Organization gets more effective decision making and problem solving. It

helps in understanding and carrying out organizational policies

Training and Development helps in developing leadership skills,

motivation, loyalty, better attitudes, and other aspects that successful

workers and managers usually display.

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DIFFERENCE BETWEEN TRAINING &

DEVELOPMENT

Points of

Differences

Training Development

1. Meaning Training is an activity to increase

understanding, skill and attitude to

perform specific job in better

ways.

Development means the growth

of employees at every level of

management by planned and

organized process.

2. Aim/Purpose The best possible performance on

the specific job by the employee is

its own

The best possible utilization-on

of employees capabi -lity is it

main aim.

3. Scope training is the part of development

and also limited in its scope.

Development is a wider, term. It

includes education learning and

training

4. Level of

persons

involved

The training is imparted at lower

level for employees and junior

managers.

The level of development is

higher and concerns senior

managers.

5. Duration Training is imparted for a fixed

period

It is continuing process and

unending activity in the industry.

ADVANTAGES OF TRAINING PROGRAMME

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A systematic training program offers the following advantages to

the organization.

1. It makes the worker committed and loyal to the organization by

educating him about the culture, philosophy and policies of the

organization.

2. It helps in improving the quality and quantity of a worker's output.

3. It enables the worker to make the most economical and best use of

materials and equipment. This reduces spoiled work and damage to

machinery.

4. It gives a sense of satisfaction to the worker and makes him feel

that he is being properly cared for. So that, a worker's morale and his

relation with superior improve.

5. It develops in the worker effective work habits and methods of

work, there by reducing the accident rate and the need for close

supervision.

6. It instructs the worker toward better job adjustment and reduces the

rate of labor turnover and absenteeism.

7. It helps the bright but dronish employee to formulate his goals.

8. It facilitates promotion of workers to higher jobs and increases

their market value and earning power.

9. It helps in creating pool of trained personnel from which

replacement can be drawn to fill the loss of key personnel at any time.

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TRAINING & DEVELOPMENT SYSTEM IN NTPC

(VSTPS)

NTPC, since inception has been laying emphasis on Training

and Development of employees with a view to productively contribute to

the growth and performance of the organization. For this purpose

guidelines and system have been issued from time to time.

A need has been felt to consolidate and codify different

practices that guide the Training and Development activities, with a view

to streamline and rationalize these under Training function.

A comprehensive Training System, covering all aspects of

Training and Development activities has been evolved for uniform

implementation across the organization. The revised Training System

aims to optimally utilize various Agencies of Training and Training

instruments in an effort to transforming the Company into a Learning

Organization.

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PHILOSOPHY

The basic philosophy of the guidelines is to make training an

effective instrument in transforming NTPC into a learning organization.

OBJECTIVES: -

The objectives of the guidelines are to:

Make learning one of the fundamental values of the Company

Ensure value addition through training to the overall business process

Institutionalize learning opportunities that supplement work experience

Integrate organizational and individual developmental needs enable

employees to keep abreast with the latest knowledge and skills and enable

them to undertake current and future responsibilities in a more effective

manner. Provide linkages between the different functionaries of training

activity Provide linkages of training activity with overall Human

Resource function.

COVERAGE: -

The Training System shall cover all regular employees of the Company

nominated for training.

Planned Intervention:A grade/level/category-wise in-house training

program, normally based on a template course design, and conducted to

improve competency base of employees as felt necessary by the

organization. The List of current Planned Interventions is given in

Annexure I.

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Need-based Program:A training program, designed, developed and

conducted on the basis of the developmental needs felt and identified for

the employees concerned in the Training Needs Form.

Specified Intervention: An external training program or an in-house

training program other than a Planned Intervention or a Need-based

Program, conducted to improve certain specified competencies, as felt

necessary by the organization.

TRAINING TARGET

It shall be the Endeavour of the Company to provide seven

man days of training in a training year to every employee.

Employees shall make full use of the Training Systems to

support this endeavor to create a learning organization.

AGENCIES OF TRAINING

The agencies that shall deal with the training function in the Company

shall include:

Power Management Institute: -

PMI shall be the apex-training institute and the nodal agency for Training

for the Company. It shall cater to the advanced training needs of all

executives of the Company. In case of employees of Corporate Centre, it

shall cater to the training needs of both executives and non-executives. It

shall specialize in Management Development and advanced technical

areas including Information Technology and shall serve as knowledge

dissemination centre for the Company as a whole. It will also engage in

research and consultancy.

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Unit Training Centers: Unit Training Centers shall cater to the

training and development needs of the employees of the respective units.

Simulator Training Centers: The Simulator training centers atKorba & Kawas, designed to produce real time behavior of the Thermal

and gas modules respectively, shall cater to the needs of the corporation.

In addition, depending on the availability of resources, the Simulator

training centres would also provide training to external agencies /

organizations, on commercial terms.

Regional HR group: The Regional HR group shall cater to thetraining and development needs of the employees of the respective

region. Wherever it is not feasible for the Unit Training Centres to

organise a specific programme, Regional HR group would organize such

a programme for the employees in the entire region. It would also take an

active and proactive part in finalization of the training calendars of each

unit within the region.Corporate HR Group: HR Group shall co-ordinate external training

programmes for all the employees of Corporate Centre. It would also co-

ordinate specified interventions for targeted groups.

Departmental Training Co-ordinator:

The Head of each Department shall nominate an executive who shall,

besides his normal functional assignment, co-ordinate the training and

related matters for the employees of the department. It shall be the

responsibility of the Departmental Training Coordinator for conducting

Training Need Analysis and so ensuring nomination of the employees of

the department concerned to training programmes that the Training

Target of 7 man days of training for every employee in a training year is

achieved.

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TRAINING NEED ANALYSIS (TNA)

The objectives of Training Need Analysis are to

Systematically identify developmental needs of employees

integrate so-identified individual needs with organizational needs

enhance relevance and acceptance of training programmes

Employees would identify their training needs once in two years.

This is as per the Training Plan implemented in 1998.

Each employee will identify his/her training needs in a maximum

of four areas in consultation with his reporting officer. The training needs

expressed should be related to the employees present responsibilities and

his likely areas of future assignments.

Training Needs would be classified as Essential and Desirable

along two time-frames of short-term (for immediate job performance) and

long-term (for future job performance, in next two years or so ).

The identified needs would be prioritized in the following manner

and would be addressed accordingly:

Priority A Essential Short-term

Priority B Desirable short-term

Priority C Essential long-term

Priority D Desirable long-term

Training needs identification in case of executives would be done

by the executive concerned in consultation with his/her Reporting Officer

in the Training Needs Form enclosed at Annexure II.

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Training needs identification in case of non-executives would be

done by their Reporting Officers in the Training Needs Form enclosed at

Annexure III.

The Departmental Training Co-coordinator shall trigger the TNA

exercise from 1st September, every second year, with the distribution of

Training Need Forms. He/she would consolidate and submit the filled up

Training Need forms of Executives and Non- Executives, of his/her

department concerned to the respective Training Centre by 30th October.

In case of projects/stations/units, based on such Training Need

forms, a Department-wise analysis would be done by the Training Centre

of the Unit and discussed in Site Management Committee/Heads of

Department for evolving the yearly Training Calendar for the next two

years, by 15th November.

With a view to integrate the process of evolving of the Training

Calendar and to utilize Training resources optimally, the finalisation of

Training Calendars would be done by Heads of Training in association

with the Head of Personnel of the respective Regions by 30 th November.

In case of advanced training needs where it is not possible for the

Training Centres to design and conduct programmes, the same should be

forwarded to PMI for designing and conducting Company-level

programmes and incorporation of the same in its Training Calendar. For

this purpose, the Heads of Personnel of Regions and PMI shall meetbefore 15th December for sharing Training Calendars of the

Projects/Stations of the respective Region and for providing inputs to the

Training Calendar of PMI.

In case of training needs expressed by only a few employees and it

is not viable to design and conduct program at the project/station level,

the Heads of Personnel / HR of each Region would explore the possibility

of conducting the program at the Region-level either at the Regional

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Headquarters or in any of the Projects/Stations of the Region, so that the

training needs are not left unfulfilled for want of number of employees.

In case of Company-level need-based program, the Training Need

Analysis forwarded by individual projects/stations and Corporate Centre

would be consolidated by PMI and the yearly training calendar for the

next two years would be prepared accordingly, by end February.

In case of Corporate Centre, the Training Need forms and

Department-wise analysis would be consolidated by PMI and the yearly

supplementary training calendar for the next two years would be prepared

accordingly, after discussion with and acceptance of the EDs/GMs of the

respective departments, by 15th December.

TRAINING CALENDAR

The Heads of training from the Projects / Stations would meet in

the Regional Head Quarter during 1week of January to share training

calendars. They would also provide inputs to RHQ / PMI regarding

programmes to be assigned to RHQ / PMI, from out of the training

needs identified by the employees of their respective projects.

Each Training Centre/PMI shall bring out, by 15 th February every

year, a Training Calendar, specifying the schedules of the programmes,

both planned interventions and need-based interventions, planned to beconducted by it during the following training year.

Each Training Centre shall cir Each Training Centre/PMI shall

bring out, by 15th February every year, a Training Calendar, specifying

the schedules of the programmes, both planned interventions and need-

based interventions, planned to be conducted by it during the following

training year.

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Each Training Centre shall circulate on bi-monthly basis calendar

of programmes scheduled for the next two months to all HODs and other

Training Agencies.

The Training Calendars of the various Training Centers and of PMI

would be widely made available to all departments/sections at all

plants/offices. Copies of Training Calendar would also be kept in the

Central Library of the Unit. Copies of Training Calendar of one

Project/Station would be circulated to other Training Centres and PMI

by 15th March, for need-based utilization.

NOMINATION SYSTEM

The objectives of the nomination system are to ensure that

employees are nominated to training in areas which are relevant to their

duties or which have been identified as their developmental needs to

ensure that opportunities to attend training programmers are made

available to all employees to achieve the Training Target of average of

seven man days of training in a training year for each employee.

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NOMINATION FOR TRAINING PROGRAMMES

Planned Interventions:

The Training Centre/PMI would send to departmental training co-

ordinators, schedules for the next three programmers of a planned

intervention, who in turn shall seek preferences for nomination from the

employees in the target group and send the list of employees to the

Training Centre/PMI.

On the basis of the preferences received for nomination, the

Training Centre/PMI shall send confirmation.

Need-Based:

The Training Agency will ensure that employees are normally

nominated to programmes related to training needs identified.

An employee interested in attending any of the trainingprogrammes included in the training calendar of the training centre of

respective Unit or PMI should forward his/her request for nomination,

through the reporting officer, at least two weeks before the

commencement of the programme.

External Training:

Employees may generally be considered for nomination to trainingprogrammes only in the areas identified in the Training

Needs Analysis and after verifying if a similar programme is

being conducted in-house during the year.

Training centres shall, as far as possible, try to provide training to

employees in-house. Employees will normally be nominated for external

programmes only for advanced programmes or where conducting the

programme in-house is not feasible.

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The authorities competent to nominate for external training

programmes are as given below

A) Plants & RHQs

i) For period up to 2 weeks in each case in ED/GM/Head (Orders to

respect of employees up to E6 level of the Project be issued by P&A)

ii) For period up to 4 weeks in respect of ED employees up to E6 and up

to 2 weeks in respect of E7

B) Corporate Centre

i) For period up to 2 weeks in each case in GM respect of employees up

to E4 level

ii) For period up to 4 weeks in respect of ED employees up to E4 and up

to 2 weeks in respect of employees in the level of E5 to E7

C) Full Powers

Functional Director

Specified Interventions:The authorities competent to approve specified training

programmers are as given below:

A) Plant-level intervention Head of the plant concerned

B) Region-level intervention ED of the Region concerned

C) Company-level intervention Functional Director

With a view to achieve the Training Target of average of sevenmandays of training in a training year for each employee, the Training

Centre, along with the Departmental Training Co-ordinator will

periodically prepare a list of employees who have not attended any

training programme or have not yet completed an average of seven

mandays of training. Nominations should generally based on this list. The

list should be made available to all employees.

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Chapter-II

INDUSTRIAL PROFILE

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HISTORY OF POWER SECTOR DEVELOPMENT IN

INDIA

Power Development :-

The electric power generation in India on a commercial basis is

almost a century old, substantial power development efforts began only

after independence. At the launch of the First Five Year plan in 1951,

power generation was recognized as a major input for the countrys

economic development and was accorded high priority. Power sector

outlays have among the highest in successive Five Year Plans ever since.

The two plans focused on hydropower (as component of multi-purpose

projects).

Subsequent plans emphasized on rapid installations of thermal

power stations. As a result of plan efforts, Indias installed power

generation capacity grew to 16,664 MW in 1974. However, assessment of

the planned growth since 1951 indicated that with the uneven distribution

of resources, power development with only states as spatial units would

result in large inter-state imbalances. This, and the need for quicker and

greater capacity addition, led the Government Of India to assume a

leading role in large-scale power generation as a matter of policy and,

through an amendment of the Electricity (Supply) Act, National Thermal

Power Corporation Ltd. (NTPC) and National Hydroelectric Power

Corporation Ltd. (NHPC) were set in the central sector to supplement the

efforts of the states. Consequently, total installed capacity of power

utilities has increased from 1,362 MW in 1947 to 1,04918MW in March

2002. Electricity generation, which was only about 4.1 billion units in

1947, has risen to 515 billion units in 2001-02. As on March 2002, the

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total installed capacity of utilities stood at 104918 MW. Most of this

installed capacity is under government control nearly 60% of the power

generation capacity. Currently, the central government owns about 30%

of the power generation capacity in the country, the majority of which is

in the thermal sector. Of the total installed thermal capacity of

25366.50MW in central sector, NTPCs share is 20092MW (76.61%).

COMPANY PROFILE

NTPC- An Integrated Power Major

JOURNEY TOWARDS EXCELLENCE established in 1975,

NTPC A Limited, a premier Public Sector Enterprise, is Indias largest

power utility with an installed capacity of 27,904 MW through 26 power

stations including stations operated under Joint Venture Companies.

NTPC has emerged as an Integrated Power Major with presence in HydroPower, Coal mining, Oil & Gas exploration, Power Distribution &

Trading and also plans to enter into Nuclear Power Development. NTPC

plans to become a 50,000 MW Company by 2012 and 75,000 MW plus

company by 2017. The Company contributed 29.25% of the total

electricity generated in the country during 2006-07 with 20.71% share of

the total installed capacity of the nation including capacity and generation

of Joint Venture Companies.

STRATEGIC INITIATIVES

NTPC has acquired 44.6% equity stake in Transformers &

Electricals Kerala Ltd. (TELK) for manufacturing of Transformers. As

part of globalization initiatives, NTPC plans to construct and operate

thermal power plants in overseas market. NTPC has signed an MOU with

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Nigeria for supply of LNG. NTPC in turn shall set & operate 500 MW

coal based and 700 MW gas based power plant in Nigeria. The company

has also signed an MOU for setting up of a 500 MW coal based power

plant in Sri Lanka.

INTEGRATED POWER MAJOR

NTPC Electricity Supply Company Ltd., (NESCL) formed as a

subsidiary company to take up power distribution activities. NESCL has

started the process of implementation of Accelerated Rural Electrification

Programs in West Bengal. NTPC Vidyut Vyapar Nigam Ltd. has been

formed as a subsidiary company for power trading. NVVN transacted

business of 2664 MUs in 2006-07.

Entered the coal mining business and has been allotted 8 coal mining

blocks.

1. NTPC has got the approval for Mining Plan of 15 MTPA for its

first coal mining project at Pakri Barwadih. It is the largest ever

capacity planned, in the very first phase, in a single mine in the

country

2. NTPC has also signed a MOU with CIL and SCCL for formation

of Joint Ventures to undertake development, Operation &

Maintenance of coal blocks and integrated coal-based power

plants.

3. MOU signed with BEML for joint business development in the

field of contract coal mining Consortium comprising NTPC,

Canorous and Geopetrol has been allotted an oil exploration block

in Arunachal Pradesh.

4. MOU signed with Ministry of Railway for setting up power plantof 1000 MW at Nabinagar in Bihar.

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5. Project approved by CCEA. MOU signed with ADB for

establishment of power generation of about 500 MW through

Renewable Energy Sources.

6. MOU signed with BHEL for taking up EPC jobs together.

Project name: Vindhyachal Super Thermal Power Station

Address: P.O.vindhyanagar-486585,

Distt. Singrauli, Madhya Pradesh

Approved capacity: 3260 MW (Stage-I 260X6MW,

Stage-II 500X2MW,

Stage-III 500X2MW)

Coal source: Nigahi, Mines, Dudhichua

Water source: Discharge Canal Of Singrauli

VSTPS Super Thermal Power Station

Beneficiary States: Madhyapradesh, Chattisgarh, Maharashtra,

Gujrat, Goa, Daman & Diu

And Dadar Nagar Haveli

Approved investment: Stage-I & II Rs 4053.42 crores,

Stage-III Rs 4201.5 crores

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Unit I : 210MW October 1987

Unit II : 500MW July 1988

Unit III : 210MW February 1989Unit IV : 210MW December 1989

Unit V : 210MW March 1990

Unit Commissioned

Unit VI : 210MW February 1991Unit VII : 500MW March 1999

Unit VIII : 500MW February 2000

Unit IX : 500MW July 2006

Unit X : 500MW March 2007

International assistance USSR-stage-I

World Bank under Time Slice Loan Stage-II

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IMPORTANT VINDHYACHAL STAGE III

1. Capacity: 1000MW (2X500MW)

2. Approved cost: Rs 4125 Cr. +WCM 76.5 Cr.

3. Land: No additional land was required (6178 acres available)

4. Water: rihand reservoir thru singrauli discharge canal (40 Cusec)

5. Coal: nigahi mines of NCl (4.8MMT)

6. Power allocation: Madhya Pradesh 23.1% , Chattisgarh 4.2%,

Maharashtra 31.9%, Gujrat 23.9%, Goa ,Daman & Diu And Dadar

Nagar Haveli 1.9% Unallocated 15%.

LIST OF POWER PLANTS OF NTPC

PROJECT STATE CAPACITY (MW)A. Coal Based

Vindhyachal Madhya Pradesh 3260

Singrauli Uttar Pradesh 2000Korba Chattisgarh 2100

Ramagundam Andhra Pradesh 2600

Farakka West Bengal 1600

Rihand Uttar Pradesh 2000

Kahalgaon Bihar 840

Dadri Uttar Pradesh 840

Talcher Kaniha Orissa 3000

Unchahar Uttar Pradesh 1050

Talchar Thermal Orissa 460Tanda Uttar Pradesh 440

Simhadri Andhra Pradesh 1000

Badarpur Delhi 705

B.Gas Based

Anta Rajasthan 413

Auraiya Uttar Pradesh 652

Kawas Gujarat 645

Dadri Uttar Pradesh 817

Jhanor-Gandhar Gujarat 648Kayamkulam Kerala 350

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Faridabad Haryana 430

C. Joint Venture

Raurkela Orissa 120

Durgapur West Bengal 120

Bhilai Chhatisgarh 74Ratnagiri Maharastra 740

D. Project Under Construction

Koldam Himachal Pradesh 800

Kahalgaon-Ii Bihar 1500

Sipat-I Chhatisgarh 1980

Sipat-I Chhatisgarh 1000

Barh Bihar 1980

Bhilai Chhatisgarh 500

Kahalgaon-Iii Chhatisgarh 500Loharinag Pala Uttaranchal 600

Dadri-Ii Uttar Pradesh 490

Farakka-Ii West Bengal 500

NTPC VISION

TO BE ONE OF THE WORLDS LARGEST AND BEST POWER

UTILITIES POWERING INIDIAS GROWTH.

HUMAN RESOURCE VISION

TO ENABLE OUR PEOPLE TO BE AFAMILY OF COMITTED

WORLDCLASS PROFESSIONALS, MAKING NTPC ALEARNING

ORGANISATION

NTPC MISSION

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DEVELOP AND PROVIDE RELIABLE POWER, RELATED

PRODUCTS AND SERVICES AT COMPETITIVE PRICES,

INTEGRATING MULTIPAL ENERGY SOURCES WITH

INNOVATIVE AND ECO-FRIENDLY

TECHNOLOGIES AND CONTRIBUTES TO SOCIETY.

NTPC CORE VALUES

BUSINESS ETHICS

CUSTOMER FOCUSORGANISATIONAL & PROFESSIONAL PRIDE

MUTUAL RESPECT AND TRUSTINNOVATION AND SPEED

TOTAL QUALITY FOR EXCELLENCE

NTPCS OBJECTIVES

1. To add generating capacity with prescribe time and cost.

2. To operate and maintain power stations at high availability

ensuring minimum cost of generation.

3. To maintain the financial operation in accordance with good

commercial utility practice.

4. To develop appropriate commercial policy leading to remunerative

tariffs and minimum receivables.

5. To function as a responsible corporate citizen and discharge social

responsibility, in respect of environment protection and

rehabilitation.

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The corporation will strive to utilize the ash produced at its stations to

the maximum extent possible through production of ash bricks buildings

materials etc.

To adopt appropriate human resources development policy leading to

creation of team of motivated and competent power professionals.

To introduce, assimilate and attain self-sufficiency in technology,

acquire expertise in utility management practices and to disseminate

knowledge essentially as a contribution to other constituents of the power

sector in the country.

To develop Research & Development (R&D) for achieving improved

plant reliability.

To expand the consultancy operations and to participate in ventures

abroad.

HUMAN RESOURCES AT NTPC

Powering Indias Growth: - Through People

NTPC strongly believes in achieving organizational excellence

through Human Resources and follows People First approach to

leverage the potential of its 23,500 employees to fulfill its business plans.

Human Resources Function has formulated an integrated HR strategy,

which is rests on four building blocks of HR viz. competence building,

commitment building, culture building and system building. All HR

initiates are undertaken within this broad framework to actualize the HR

vision of enabling the employees to be a family of commitment world

class professionals making NTPC a learning organization. To induct

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talent and groom them into dedicated cadre of power professionals

Executive Trainee Scheme was introduced in the year 1977 for

recruitment in the discipline of Mechanical, Civil, Electrical, Control

&Instrumentation and now encompasses Computer Science, Chemistry,

HR and Finance disciplines also. Besides a comprehensive one-year

training comprising theoretical inputs as well as on the-job training, the

new circuits are attached with Senior Executives under a systematic and

formal Mentoring System of the company to integrate them into the

culture of company.

AN OVERVIEW

Project No of

projects

Commissioned

capacity

(MW)NTPC OWNED

COAL 15 22,895

GAS/LIQ.FUEL 07 3,955TOTAL 22 26,850

OWNED BY JVs

COAL 03 314*

GAS/LIQ.FUEL 01 740**

GRAND TOTAL 26 27,904

*captive power plant under JVs with SAIL

** power plant under JV with GAIL,FLs& MSEB

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PROJECT PROFILE

Coal based power stations

Coal based State

Commissioned

Capacity

(MW)

1. Singrauli Uttar Pradesh 2,000

2. Korba Chattisgarh 2,100

3. Ramagundam Andhara Pradesh 2,600

4. Farakka West Bengal 1,600

5. Vindhyachal Madhya Pradesh 3,260

6. Rihand Uttar Pradesh 2,0007. Kahalgaon Bihar 1,340

8. Ntcpp Uttar Pradesh 840

PROJECTS UNDER IMPLEMENTATION

Coal/hydro State Fuel

Additional

capacity under

implementation

(MW)

1. Kahalgaon stage II

(phase I) (phase II)

Bihar Coal 500

500

2. Sipat (stage I)

(stage II)

Chattisgarh Coal 1980

5003. Barh Bihar Coal 1980

4. Bhilai (exp.power

project-JV with SAIL)

Chattisgarh Coal 500

5. Korba (stage III) Chattisgarh Coal 500

6. Farakka (stage III) West Bengal Coal 500

7. NCTPP (stage II) Uttar Pradesh Coal 980

8. Simhadri

(stageII)

Andhara

Pradesh

Coal 1000

9. Koldam (HEPP) Himachal hydro 800

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Pradesh

10. Loharinag pala (HEPP) Uttarakhand hydro 600

11. Tapovan

vishungad(HEPP)

Uttrakhand hydro 520

Total (coal +hydro) 10,860

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Chapter-III

RESEARCH METHODOLOGY

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OBJECTIVES OF THE STUDY

1. To study about various type of training and development

activity/initiatives for different levels of employees.

2. To study about the quality of training system at VSTPS.

3. To come out with a road map for improvement.

4. To determine the areas of improvement in training and

development.

5. To know the cost effectiveness of training programmed.

6. For the partial fulfillment of MBA (HRD) degree.

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RESEARCH METHOD

Type of Data: -Both Primary & Secondary data will be collected for the project.

Data Collection Method: -

Sample Size:-

Sampling size detail as follows.

1. In this particular sample we have chosen 100 employees

(EXECUTIVE/NON EXCUTIVE) for the study.

Data is collected through:-

a. Observations

b. Survey through questionnaire

c. Personal Interaction.

Data Source:-

The sources of data collected are:

1. Primary:-

Through survey method on employees (Executive/Non

Executive)

2. Secondary:-

a. Internet

b. companys Intranet

Data Analysis:-

Percentage

Data Presentation :-

Pie-Chart

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LIMITATION OF THE STUDY

Limit is fence which comes everywhere it has been found in my object

also, where some of them could not be ignored.

1. It was very difficult to collect data from the files because they were

hundreds of files.

2. There was some confidential information about the company which

was not shown.3. Time was also limited.

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Chapter-IV

DATA PRESENTATION & ANALYSIS

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60%20%

12%6% 2%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

1. The training centre at my unit is well equipped.

1 Strongly Agree 60

2 Agree 20

3 Neither Agree Nor Disagree 12

4 Disagree 6

5 Strongly Disagree 2

Total 100

Interpretation

The Training Center of NTPC (VSTPS) is well equipped because mostly

employees are satisfied in this favor so we can say that training center of

NTPC (VSTPS) HREDC is better.

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2. Training centre at my unit is well maintained.

1 Strongly Agree 40

2 Agree 50


4 Disagree 3


Total 100

InterpretationAlmost employees are satisfied with the maintained of Training Center of

NTPC (VSTPS) so we can say that Training Center of NTPC is well

maintained.

40%

50%

5%3%2%

Strongly agree

Agree

Neither agree nor

disagree

Disagree

Strongly disagree

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15%

80%

5% 0%0%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

3. A mix of internal and external faculty takes training

session at EDC.

1 Strongly Agree 15

2 Agree 80


4 Disagree 0


Total 100

InterpretationThe Almost Employees of NTPC (VSTPS) are satisfied with the internal

and external faculty provided by the Organization for taking training

program.

4. Most training needs of employees are addressed by the

local EDC.

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42%

48%

5% 5% 0%

1 Srongly Agree

2 Agree

3 Neither Agree NorDisagree

4 Disagree

5 Srongly Disagree

1 Strongly Agree 422 Agree 48


4 Disagree 5


Total 100

Interpretation

In the Training Center of NTPC is done analysis of employees about

training needs is so good because almost employees are satisfied of the

organization.

5. Faculty knowledge and training methodology at EDC are

to my satisfaction.

1 Strongly Agree 20

2 Agree 75


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20%

75%

3% 2%0% 1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

4 Disagree 2


Total 100

InterpretationAlmost employees are satisfied with their faculty Knowledge and training

methodology thats provided by the Organization.

6. Training nomination takes place as per the training needs

of the employee.

1 Strongly Agree 27

2 Agree 63


4 Disagree 0

5 Strongly Disagree 0Total 100

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27%

63%

10% 0%0%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Interpretation

The Nomination System of Training needs of an employees is provided

by is company properly because mostly employees are satisfied so we

can say that nomination system of training needs of NTPC is better.

7. Reporting officer takes active interest in training of their

subordinate.

1 Strongly Agree 30

2 Agree 64


4 Disagree 0


Total 100

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33%

57%

5% 2% 3%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

30%

64%

3%

0% 3%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Interpretation

Mostly employees are satisfied with the taken active Interest by their

superior to subordinates during providing training program so we can say

that officers are taking active interest of their subordinates

8. Employees are given as per their development plan by

their reporting officer for job rotation etc.

1 Strongly Agree 33

2 Agree 573 Neither Agree Nor Disagree 5

4 Disagree 2


Total 100

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19%

63%

10%2% 6%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Interpretation

Almost employees are the satisfied in the favor of development plans

provided by the organization to their employees for the job rotation. Job

rotation of NTPC is to be done properly mostly employees are enhanced

their knowledge and skills by the job rotation in the organization.

9. Employees actively apply their learning from training at work

place.

1 Strongly Agree 19

2 Agree 63


4 Disagree 2


Total 100

Interpretation

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17%

73%

2%1% 7%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Almost employees are actively applied their knowledge & skills at the

working place whose they are learnt during the training program because

all employees are satisfied

10. Employees are given time for attending training

programs.

Interpretation

1 Strongly Agree 17

2 Agree 73


4 Disagree 1


Total 100

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NTPC (VSTPS) is provided a fix training program for attending to the

employees in training calendar because mostly employees are satisfied in

attend training program in per annum training.

11. In my opinion training and development system

of NTPC adds value to organization.

Interpretation

1 Strongly Agree 23

2 Agree 57


4 Disagree 3


Total 100

50

23%

57%

4%3%

13%1 Srongly Agree

2 Agree

3 Neither Agree Nor Disagree

4 Disagree

5 Srongly Disagree


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12%

58%

12%

9%9%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Mostly employees are satisfied with the training &development of NTPC

(VSTPS) so we can say that training & development of the organization

is better.

12. I look forward to take up special assignment as a part of

cross functional training.

1 Strongly Agree 12

2 Agree 58


4 Disagree 9


Total 100

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Interpretation

Given that chart special assignment is provided to the employees in the

cross functional training program by the organization because almost

employees are satisfied.

13. All employees in my department get nominated for training

programs uniformly.

1 Strongly Agree 182 Agree 62


4 Disagree 10


Total 100

18%

62%

5%10%

5%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Interpretation

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All employees are satisfied with the nominated for training program at

the department levels because nomination system of training program is

better in the organization.

14. Employees in my department almost get same number of

training man days per annum.

11%

49%

23%

13% 4%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Interpretation

1 Strongly Agree 11

2 Agree 49


4 Disagree 13


Total 100

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A mix reaction is got for the same no. of training man days per annum in

the NTPC because some employees are not satisfied with the man days

per annum of training program.

15. Seniors readily share their knowledge and experience

with their juniors.

15%

35%

4%

43%

3%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Interpretation

1 Strongly Agree 15

2 Agree 35

3 Neither Agree Nor Disagree 44 Disagree 43


Total 100

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A mix Reaction is got for the seniors of share their knowledge and

experience with their juniors in the organization.

16. People openly share their knowledge and ideas with each

other.

22%

38%7%

30%3%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree

4 Disagree

5 Srongly Disagree

Interpretation

Mostly employees are satisfied in the favor of shares their knowledge and

ideas with each other in the organization.

1 Strongly Agree 22

2 Agree 38


4 Disagree 305 Strongly Disagree 3

Total 100

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17. I have imported adequate training needed to carry out my

responsibility effectively.

1 Strongly Agree 32

2 Agree 46


4 Disagree 7


Total 100

32%

46%

11%7% 4%

1 Srongly Agree

2 Agree

3 Neither Agree NorDisagree

4 Disagree

5 Srongly Disagree

Interpretation

Almost employees are satisfied in the favor of impart adequate training

needed to carry out responsibility effectively by the organization.

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18. I feel NTPC as an organization is committed towards

training and development of its employees.

1 Strongly Agree 28

2 Agree 62


4 Disagree 3


Total 100

28%

62%

5% 3% 2%

1 Srongly Agree

2 Agree

3 Neither Agree Nor

Disagree4 Disagree

5 Srongly Disagree

InterpretationAlmost employees are satisfied with the committed towards training &

development of its employee by the organization so we can say that

NTPC (VSTPS) is provided properly training program to their

employees.

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Chapter-V

FINDING CONCLUSION & SUGGESTIONS

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FINDING

During the project I found that: -

1. Any a better technical training & provide a better development

programmed to their Employee are trend his skilled is developed

and his working condition is better.

2. We found that in NTPC (VSTPS) have a good working

environment and better working place.

3. We found that in NTPC (VSTPS) has no senior share their

knowledge & experience with their junior.

4. During the project I found that in NTPC (VSTPS) training centre is

well equipped and maintained.

5. We found that in NTPC (VSTPS) have provided training to their

employee by external faculty for the latest and modern technology.

6. We found that in NTPC (VSTPS) have organized two type of

training-

i. ITI Training

ii. Diploma

Training

7. Company provides anew facility to employees.

8. We found that employees are more competent after found response

for employees we reach a conclusion the employees.

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CONCLUSION

On the analysis of data collected through my observation we reached toconclusion.

1. HRD is working with its full potential for effective training

programmed, it has also adopted the modern technique of

development within its specialized in particular field.

2. HR Dept. of NTPC (VSTPS) is nominated to employee for

providing training & development programme. The programmed

are organized by HR-EDC.

3. Some time the person from out side on also give training to

employees for acquiring the latest and recent knowledge.

4. HR Dept. is giving much stress on behavioral programs for over all

development to their employees .This also help in development

good working culture and industrial relation in the organization.

5. Class room lecture participation in exercise and discussion

supported by case study role play business games presentation etc.

are organized by the HR EDC.

6. On the Job training and rotational training where learning take

place by direct experience provided by HR Dept. in NTPC

(VSTPS).

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SUGGESTION

1. Training nominations must be made in accordance with the

identified training need of each employee.

2. Training of subordinates may be made mandatory KSA for each

reporting officers .In addition training impact assessment study

may be carried out for a least technical/job related training

program.

3. Critical incident diary may be maintained by reporting officers to

check time to time the improvement of their skill/performance

4. Reporting officers must be maintained to their diary for before

joining to the training program and returning to the training

program what are the improvement to their skills and knowledge.

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BIBLIOGRAPHY

Ashwathapa K., Human Resource Management (third edition),

Chhabra. , T. N. Human Resource Management, ninth edition.

VSP RAO, Human Resource Management.

Deepak Kumar Bhattacharya, Human Resource Planing.

Web-Site:-

www.ntpc.co.in

www.google.com

www.managementhelp.com

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ANNEXURE

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QUESTIONNAIRE

NAME : --------------------------------------

DESIGNATION : --------------------------------------

PLACE : --------------------------------------

DATE : --------------------------------------

I am Anil Kumar Yadav MBA (HRD) III Sem. from

A P S University Rewa, doing my project on Training &Development at ntpc (VSTPS) .As part of my summerproject work, I request you to kindly fill thisquestionnaire. Your response will be used only foracademic purpose and will be kept confidential.

1. The training centre at my unit is well equipped.

i. Strongly Agree ii. Agree

iii. Neither Agree iv. Disagree

v. Strongly Disagree

2. Training centre at unit is well maintained.




3. A mix of internal and external faculty takes training session at EDC.




4. Most training needs of employees are addressed by the local EDC.



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5. Faculty knowledge and training methodology at EDC are to my

satisfaction.




6. Training nomination takes place as per the training needs of th

employee.




7. Reporting officer takes active interest in training of their subordinate.




8. Employees are given as per their development plan by their reporting

officer for job rotation etc




9. Employees actively apply their learning from training at work place.

i. Strongly Agree ii. Agreeiii. Neither Agree iv. Disagree


10. Employees are given time for attending training programs.




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11. In my opinion training and development system of TPC adds value to

organization




12. I look forward to take up special assignment as a part of cross

functional teams.




13. All employees in my department get nominated for training programs

uniformly.




14. Employees in my department almost get same number of training man

days per annum.




15. Seniors readily share their knowledge and experience with their

juniors.i. Strongly Agree ii. Agree



16. People openly share their knowledge and ideas with each other.




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17. I have imported adequate training needed to carry out my

responsibility effectively.




18. I feel NTPC as an organization is committed towards training and

development of its employees.




anil hd copy project

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