case study final 1

8/3/2019 Case Study Final 1

http://slidepdf.com/reader/full/case-study-final-1 1/29

A CaseStudy onthe PlantOutage in

ChilimeHydropower Plant

May 26

201

0

Submitted To

Mr. Shyam Krishna Joshi

Prepared By

Amit Bhagat (063BEL302)

Arjan NathRimal (063BEL305)

Bijen Raj Shrestha(063BEL 307)

NikeshManandhar (063BEL319)

Prasanna Piya(063BEL324)



A

CASE STUDY ON

PLANT OUTAGE IN CHILIME HYDROPOWER

PLANT

SUBMITTED TO

MR. SHYAM KRISHNA JOSHI

SUBMITTED BY AMIT BHAGAT (302)

ARJAN NATH RIMAL (305)

BIJEN RAJ SHRESTHA (307)

NIKESH MANANDHAR (319)

PRASANNA PIYA (324)



ACKNOWLEDGEMENT

First of all, we would like to thank Lord Almighty for everything.

We are very glad to have got an opportunity to prepare a casestudy on ‘Plant Outage in Chilime Hydropower Plant’. Wewould like to express our deep gratitude to Mr. ShyamKrishna Joshi for encouraging us to prepare this report.

We are also thankful to Mr. Ram Balal , plant manager of Chilime Hydropower Plant for his support.

This case study would not be possible without the helping handof Mr. Raghavendra Tiwari, Mr. Shaishav Koirala and allthe staffs of Chilime Hydropower Plant.



Table of content



» Introduction

Chilime Hydropower plant is a peaking run off river type plant constructed

and owned by Chilime Hydropower Company Limited. It is located at

133km north of Kathmandu at the right bank of Bhotekoshi River in

Rasuwa district. The plant has the installed capacity of 22.56MW and is

delivering power of 20 MW as per the PPA agreement with NEA. It is

designed to transmit energy of 137 GWh annually through transmission

line of 38 km, 66 KV, single circuit from Chilime to Trishuli.

The electricity generated form the plant is purchased by NEA at the power

house and evacuated as per the PPA agreement made on 11th Asadh 2054.

The annual dimmed energy salable to NEA is 132.9 GWh.

During last 6 and half years, the plant has been operating succesfully in

terms of meeting generation targets due to its effective observation

system and careful preventive maintenance.

The power house has very efficient electromechanical equipments and

hydraulic structures are in very good condition becouse of their robust

design.

The Chilime Power Plant has thus, proved itself as the pride of Nepal.

» Goal/Objective

• To make proper use of water resource through generation of

electricity.

• To contribute to the total electrical power in Nepal.



» ORGANIZATION CHART «



A CASE STUDY ON “PLANT OUTAGE IN CHPP”

Objectives

The main objectives of this case study on ‘Plant Outage’ are

• To know what factors are responsible for Plant Outage.

• To find out types of plant outage that has mostly taken place.

• To know how the repair and maintenance is carried out during

outage.

• To know how the problems (both internal and external) regarding

the outage are solved and managed

Introduction to Outage:

The power plant project is a huge investment project. It requires a very

efficient group of engineers, overseers, technicians, administrative

executives, etc for the proper functioning of the power plant project. The

administrative executives and the management officers of the power

company are dedicated in the well management of the daily operations of

the plant. As well as they are also responsible for motivating their

employees for efficient functioning. The technicians and engineers are

responsible for running the power producing equipments in a good

manner so there is less damage during the operation. They keep the

generating machine in a very good condition so as to provide a continuous

power supply to the consumers.

Though a power plant project may be a profit oriented private project, it’s

one of the major goals is to provide a secured power supply to the



consumers. For the proper and sufficient supply of power to the

consumers, a highly efficient generation, transmission and distribution

system is required. This is only possible through well maintenance of all

the power equipments employed in the power house. Very qualified andwell dedicated employees are therefore required to keep the plant in good

condition.

In the process of supplying good quality power to the consumers, the

power plant is subjected to various unexpected hindrances. The

generating equipments such as generator, power transformer, SCADA

system, etc are usually in process of continuous monitoring conditions so

that there is less problems in them. However the transmitting equipments

such as towers, transmission lines, etc are external to the housing of the

plants so they are frequently subjected to unexpected faults. Different

types of faults that occur in the plant cause an urgent or non-urgent

tripping of the plant. This ceases the smooth flow of power and prevents

from supplying efficient service.

The outage of the plant is defined as the condition in which the

plant is completely shutdown and is unable to supply electric

power to its consumer .

However, it may happen that only few units out of many units of a single

plant may be required for maintenance and should be kept shutdown. This

situation may be called as partial outage.

The power company may suffer from heavy loss from economic point of

view if the plant undergoes outage for a long period of time because the

dimmed energy which is the annual energy generation in GWh that has to

be supplied by the plant as per the PPA agreement cannot be supplied.

Due to this the plant suffers from a huge loss.

The reasons for outage of a power plant may be different in many

situations. The types of outage that a power plant may face are as follows:

• Maintenance outage

• Scheduled outage



• Forced outage

Maintenance outage: Maintenance outage of a power plant is necessary

when any equipment of the power plant is required to be repaired or

replaced. In such conditions all the units or any unit may be required to be

shutdown i.e. the plant may go into complete or partial outage.

Scheduled outage: There is always provision for scheduled outage in

every power plant i.e. some fraction of time of total annual running time is

kept for scheduled outage. Usually different parts are checked for any

problems in them during scheduled outage.

Forced outage: The forced outage is one of the most unwanted forms of

outage in any power plant. The plant goes into the forced outage due to

any unexpected temporary faults, such as earth faults or over current

faults, etc. The power plant company may suffer from a heavy loss if such

faults are not quickly cleared as the plant may have to remain in long

outage that causes heavy loss of money.

Management

» MOTIVATION

Productivity of an organization depends upon the people who work inthat organization. Given the same inputs, people can produce more if they

work more, thus increasing the productivity of the organization. How to

make people work more or work better? This is an issue that requires an

understanding of what motivates people.

One of the main factors determining the productivity is motivation.

Motivated people have the desire and willingness to do the job in a better

and efficient way.



The process of influencing or stimulating a person to take action by

creatin a workin atmosphere wherein the person is satisfied to fulfill his

needs, the goals of the organization.

Motives are classified as primary and secondary motives. Primary

motives are those which serve biological function for organisms.

Secondary motives are largely social in nature. Also they are classified as

internal and external motives. Internal motives are those which start

form the ego needs of the person. External motives arise because of the

social and family influences.

Motivation is the internal force, may be given in terms of emotions or

physical requirement that affect the direction intensity and persistence of

a person’s voluntary choice of behaviour. Motivation enforces the person

to reach his goals and achieve some tagets through some definite amount

of effort. Motivation helps in commitment to work.

Any systematic analysis of motivation must be connected with how and

why people act as they do cause person need money so he works very

hard or overtime (goal). Motivation has profound effect on productive and

the quality of work. The management has to understand the type of

motivation required by their employees and provide such environment of

motivation.

»Types of Motivation

1. Intrinsic motivation: this motivation is related to the ob one is

doing. When a skilled operative performs a job well, he or shederives a sense of satisfaction. Intrinsic motivation satisfies the

creative instinct in an individual.

2. Extrinsic motivation: this motivation is external to the job or task.

Praise, recognition etc

Motivation and Performance

Job performance = f(Ability * Motivation) i.e. f= function of…

Employee motivation and performance can be developed by :



1. Set standards of performance.

2. Assess the needs and expectations of employees.

3. Formulate reward-punishment system based on wide range of

incentives.

Direct, guide, control, and lead employees

» Role of Management

The motivation to the workers or employees is given by the management

so that they are directed towards meeting the goal of the organization.

The primary task of manager is to the creation and maintenance of an

environment in which individual work efficiently towards realizing the

objectives of organization. The management should establish sound wage

system to assure adequate compensation to employees. It should also

create purposeful and interesting work environment, job enrichment and

enlargement to employees.

» Theories Of Motivation

» Maslow’s Needs of Hierarchy Theory

According to this theory, a person’s requirement increases as time

and fulfillment of lower order needs.

The needs are:

o Physiological

o Safety

o Social

o Esteem

o Self Actualization needs

» Alderfer’s ERG Theory



Human needs are divided into three categories.

o Existing needs (Basic and Safety)

o

Relatedness (Safety and Esteem)

o Growth (Self actualization)

» McClelland’s Theory of Learned Needs

It focuses on three needs required for motivation.

o Need for achievement (Need to achieve a goal)

o Need for power (A desire to control environment)

o Need for affilliation (A desire to seek approval, conforms and

exceptions, positive relationship)

» MacGregor’s Theory X, Theory Y

It focuses on two different types of behaviour of employees X and Y. X

behaviour has inherent dislike of work, lack of ambition and responsibility,

avoids decision and is self centered. The management must present

themselves as autocratic to motivate such people to work.

On the other hand, Y types of people have potential for self development,

seek responsibility, desire to achieve goals, etc.

So, management must present themselves as democratic, i.e, no more

external control or supervision on them ans expand their work.

» Herberg’s Hygiene Factors and Motivation

According to this theory, motivation is based on two factors: Hygiene

factor and Motivation factors. Hygiene factors lead from reduction of job

dissatisfaction to no dissatisfaction. It includes job security, workin

condition, etc. The higher level needs corresponds to motivation factors. Itmakes up a continum leading from non-satisfied to highly satisfied.



» Job Enrichment Rotation and Enlargement

Job rotation helps employees learn other tasks and thereby increase their

ability to move to jobs where they are needed. Job enlargement refers to

increasing the number of tasks employees perform within their job. Jobenrichment creates sense if responsiveness in an individual. It provides

the atmosphere for an employee to set his goals himself. Through it an

employee measure his work himself for improved performance.

. Job enrichment can be done by:

• Increasing job demands

• Providing work scheduling freedon

• Increasing a worker’s accountability

• Providing feedback

• Providing new learing experience

Also job enrichment and merit rating motivates to lead people in

competitive environment and increase their efficiency.

» Organizational Behaviour

Organizational behaviour is the study of whar people think, feel and do in

around the organization. Organization behaviour scholars try to predict

and understand how these behaviour influence organization effectiveness.

To study organization behviour

1. Satisfying the need to predict and understand

2. Adopting more accurate theories of reality



3. Controlling organizational events

» Organizational behaviour as a multidisciplinary field

Organizational behaviour is known as multidisciplinary field because many

of its theories, concepts and methods are adopted from other disciplines.



» Personnel Management

Personnel management is the phase of management that deals with the

utilization and effective control of manpower. By personal administrationwe enhance the potentialities of employees so that they attain maximum

satisfaction from their work and give their best to the organization.

Personnel management is concerned with the interrelation ship among

employees, their work and the organization. For the success of the

organization effective working of the personnel is required which is

possible when well being of all individuals is being considered.

So Personnel Management is the recruitment, selection, development,

utilization of and accommodation to human resources by organization.

Personnel management has three aspects.

• Welfare aspect:

Concerned with working conditions, previledge of canteens,

housing, school, recreation, addressing the problems to the

workers.

• Personnel aspect:

Concerned with recruitment, placement of employees,

promotion, incentives etc.

• Industrial relations aspect:

Concerned with trade unions negotiations, settlement of

industrial disputes, joint consultation and collectivebargaining.

» Manpower Planning

» Job analysis

Job is a task, duties and responsibilities grouped into packages and given

to individual employees.



Job analysis is the process of setting information about jobs, i.e what the

workers does, how he gets it done, why he does it, skill, education and

training required, relationship to other jobs, physical demands,

environmental conditions.

Job analysis is the process of studying and collecting information related

to the operations and responsibilities of a specific job. Job analysis is the

process of determining, by observation and study, and reporting pertinent

information relating to the nature of a specific job.

Job analysis enables managers to understand jobs and job structure to

improve to work flow or develop techniques to improve productivity.

» Job description

Job description is an organized, functional statement of the duties and

responsibilities of a specific job. Job description tells us what is to be done,

how it is done, and why.

Job description involves following:

• Location of job,

• Job identification

• Brief description of overall purpose of the job

• Duties performed

• Machine tools

• Materials required and working conditions

» Staffing and employement

Hiring procedure of staff is supported by jof analysis, labour budgeting

and requirement.

Steps of hiring or selecting staff are:

• Job analysis

• Identifying what type of employer can perform job perfectly and

invite to interested person by advertising the vacancy

anncouncement.

• Collecting application



Management in CHPP

From our study of CHPP it was found that the organization structure of

CHPP is very good. Ever since the plant has started, it is running in very a

good condition which is possible only because of the good management

that exists in site location (Syafrubensi) as well as in corporate office

(Gyaneshwor).

Basically on site location it is the team work of the staffs that is more

focused on. It is because the technical problem that occurs in the site can

efficiently be solved only through team work. The team work has made

the plant a great success. The team generally comprises of an engineers,

few overseers and other helping staffs. Whereas in the main office the

administrative work is distributed individually. Each individual has its ownwork to do. Hence in the office more priority is given to individual work.

There is friendly environment between the staffs and the management.

There are frequent meeting, programs, discussions and presentation

regarding the status of the plant, the economic development and new

possible projects that may be launched. It has created a healthy

environment of cooperation and coordination among all the members of

the company. The efficient communications between the staffs and

management has developed good relationship between them thereby

making a coordinated environment in the organization.



Annual function of the CHPP is held on Bhadra 8th every year (which is the

starting date of the generation) where all the staffs are called for grand

gathering and celebration. The process of invitation may be through

invitation cards and/or oral.

Since the employees are very efficient and the management has trust on

them, so close supervision and control isn’t required. This friendly

environment has created good impression among the staffs and has

motivated them to work efficiently.

It seems that Herzberg’s hygiene motivator theory is applied. There are

rewards systems for the staffs who work efficiently. The reward is

completely based on their skill and hard work. The rewards include

promotion, grade increment, and salary increment. Basically, the staffs on

higher post are encouraged by giving felicitation whereas the lower gradestaffs are encouraged by giving cash rewards. The company has 25%

share in the ordinary public and 25% in staffs. Hence the profit is also

shared by the staff members.

However, if any staff neglects his work and behaves in against the policy

and rules of the organization, there is provision of punishment in the form

of written warning, grade lowering, etc. If greater indiscipline are found

then their promotion may be stopped. But there is no any case of

temporary or permanent suspension found yet. This shows that the

management of CHPP and its staffs are working in disciplinedenvironment.

For removing the monotonous working environment, provision of job

rotation and working in shifts facilities is provided. Also holidays are given

at regular intervals. Job evaluation is done through the extent of

contribution each individual has given to the organization. The annual

evaluation is done by filling a form of job evaluation. In the site location,

the plant manager supervises all the daily works and makes decision

when required.

The personnel management in the CHPP is very efficient. The success of

every organization requires good personnel management which can be

clearly seen in CHPP.

Manpower is organized in different department according to their skill and

abilities. If there is need of manpower in any department then the

department head reports to the Human Resources Management (HRM)

department.

The HRM department has the responsibilities to hire the requiredmanpower. They publish the vacancy announcement in the newspaper



and collect the application and call the applicants for the interview. The

selection of the best applicant is also the work of HRM.

The newly appointed staffs are also sent to training. The training includes

hydropower operations, transformer maintenance, generator excitation

and protection, protection system etc. The organization also sends the

staff for managerial trainings. The managerial training include effective

documentation, stress and time management etc. The training may be in

the company itself or in any institution, both, in Nepal or abroad

Salary for the staffs is given as per rule of the Nepal Government. In

addition to this, bonus is also provided to all the staffs according to the

profit of the organization. The employees working at the site are also

given additional allowances.

Analysis of the outage:

The Chilime Hydro Power plant project is designed solely by Nepalese

professionals and hence it one of the pride of Nepal. The CHPP seems to

have been running well and providing its service to its consumers.

Because of its highly efficient and robust electromechanical components,

the plant has not been in the maintenance outage for a long period of time. However, there are frequent forced outages. And around 6%

scheduled outage is defined for the CHPP.

The factors responsible for the outage in the Chilime power plant can be

divided into two types, i.e. external and internal factors. The external

factors include mainly lightening and landscapes. The internal factors

include erosion of turbine, failure of excitation system (in past), problems

in AVR, generator insulation failure, etc. The CHPP project is located in a

place which is prone to frequent lightening hazards. Hence most of the

outage that occurs in CHPP is due to the lightening effects. The high

power lightening creates high voltage in the lines which damages the

insulator bushing of the towers as well as the lightening arrestors

connected to the transmission system.

The longest time of outage in CHPP is 25 days which took place in2061/62. The cause for this outage was falling of tower due to which both

units were shut down. The equipments that are under failure are normally



repaired by the technicians from CHPP. However the technicians from

India are called in case of failure of some larger equipment.

Other causes of the plant outage that the plant has undergone are

damage in the AVR and the excitation system.

Recommendations

The CHPP has been successful in running its project in well organized way.

There has been great contribution by the administrative authorities, the

specialized engineers, the technicians and all other staffs of theorganization for its proper functioning. However, there are always some

weak spots for any organization. Chilime hydropower plant has also some



of its dark sides. Hence, the performance of the plant could be improved if

following things could be taken under deep considerations:

1. The power generated by the CHPP is first evacuated to the Trisuli HPP.

Therefore, the power for Rasuwa district is then returned from Trisuli

HPP. Due to this, there are losses on the transmission lines and the

system is prone to faults. The fault on the transmission line plunges the

Rasuwa district into darkness although the CHPP could run. If a

separate substation for providing power to Rasuwa district could be

constructed, the above mentioned problems could have been avoided.

2. For reducing the duration of forced outage, the static relays currently

being used should be replaced by much advanced numerical relays.

3. In case of CHPP, the documentation of the procedures for the repair

and maintenance of the machineries is lacking. Due to this, failure in

any machinery may cause outage for a long duration. So, it is

recommended that a good documentation habit should be practiced by

every staffs.

Conclusion:

The case study on the "outage of the Chilime hydropower project" hashelped us know more about the management of a large private

organization. The study has given us a deep insight of the organizational



structure and its active functioning parts. The process of motivating staffs

in an organization, maintaining cooperative and coordinated environment

both at office and/or work site has been known. The methods of taking

appropriate decisions and the methods of tackling any problem that may

arise unexpectedly were learnt.

In this case study, one of the major problems of Chilime hydropower plant,

outage of the plant, was taken as the title of study. It was found that there

were some major causes of frequent faults in CHPP. In the case study,

those major responsible factors were found through questionnaires and

analyzed and finally some solutions for reducing the outage were

obtained. Few recommendations for improving the performance of the

project were also deduced.

Hence, this case study was proved to be useful from two different point of view, management and technical.

» Appendix «

Questionnaire



» Motivation

1. How is the working condition? Is it individual or team work?

» Basically, at the site location it is a team work whereas in

office it is indidual.

2. Are there any theories of motivation applied?

» Apparently, Herzberg’s Hygiene motivation theory seems to

be applied.

3. Are there any reward system?

Yes, there are two types of reward systems.

• Competency reward (on the basis of skill)

• Organization reward (by sharing the profit from the

organization)

All the rewards are individual.

4. Is there any punishment system?

» Usually, written warnings are given. Grade is lowered and

promotions are stopped if greater indiscipline is found. No

suspension system is present.

5. Is there provision for job relation?

» Yes, job relation is done on employees by shift and daily

maintenance.



6. How is job evaluation done?

» Job evaluation is done through the extent of contribution by

each individual. The annual evaluation is done by filling a form of

job evaluation.

7. What is the role of leader?

» The leader (PM) supervises the daily work of the plant, its

smoothnes, give written warnings, etc

» Organizational Behviour

1. How does management know about the feeling and thinking

of its manpower towards organization?

» There is a friendly environment among the staffs and

management. So, through direct talks, it is possible. Also an annual

form is filled about the individual’s work and thoughts.

2. How does management focus on workin types such as

individual or team?



» Basically, since the work is technical at the site, team work is

focused but in office individual work is given more priority.

3. How does management maintain coordination and

cooperation among its employees?

» There is a friendly environment both in office as well as at the

site. Annual function is held on Bhadra 8th (the day when generation

first started) where all the staffs are invited through written or oral

invitation.

4. What is the type of control on the employees?

» Management has trust on its employees. Very close

supervision and control is not done as the manpower is very

efficient.

5. Has this method create any influence on working?

» Due to friendly environment and efficient cooperation and

coordination of manpower, the project has been runningsuccessfully for six and half years from its starting date.

» Personnel Management

1. What types of job does employee at different posts have to do?

2. What resposibilties are given to the employee?

3. How are the employee hired?



4. What types of training are given to the employees?

5. What is the salary for different posts?

6. What are the extra facalities given to the employee?

7. What type of relationship exists between the employees?

8. How is the working environment in this organization?

9. How are the employees working abilities judged?

» Plant Outage

1. What is a Plant Outage?

» Plant outage is a problem very often faced by every power

plant. Plant outage refers to the time interval during which the

generated energy of the plant can’t be delivered because the plant

has to be shut down due to various problems arising within and

external to the plant.

2. What are the factors responsible for plant outage?

» There are many factors responsible for plant outage. There

factors responsible for plant outage are mainly internal factors and

external factors.

The internal factors are:

• Turbine repair and replacement

• Governor malfunctioning

• Feedback problem in AVR (Automatic Voltage Regulator)

• Generator insulation failure

Likewise, the external factors include:

• Bushing damage due to lightening strike.



• Tower damage due to landslides

• Breaking of transmission line due to wind

3. What are the ways in which faults occur?

» The ways in which the faults occur in the plants are as

follows:

• Over voltage arising due to external causes such

as lightening.

• Over frequency due to external load and

generation unbalance i.e. surplus generation.

• Insulation failure of stator winding.

4. What is the longest time that your plant has suffered from

outage and what is its cause?

» The longest time the plant has stayed in outage is 25 days.

The cause for this outage is because the tower fell down due to

which both the units were shut down.

5. Who will repair the machines during the outage?

» In case of machine faults, technicians from India will repair the

faults if needed. Otherwise, a technician here also does the repair

works. The thing is that the machines are imported from India. So,

the machine specialists are given the prior responsibility.

The specialists during their visit to CHPP does repair and

maintenance works and side by side the engineers and technicians

here are taught what made the normal condition of the equipment

go wrong, what are the procedures and precautions that must be

taken in repairing them, etc. But the faults in the plant which

requires the technicians form India occur rarely. So, if the same fault



occurs, then there is a problem for the engineers here to solve it

because there is no documentation of the procedures.

6. Won’t it take long to bring the plant under normal condtion

if the repair and maintenance works are carried out by the

technicians from India?

» Yes, it will take a long to bring the plant under normal

condition. As mentioned above, there is no any written form of the

procedures that has to be carried out to solve it.

7. Besides tower failure, what are the internal faults that the

plant has suffered and what is their duration?

» The major internal faults besides tower failure are

• Governor malfunctioning.

• Nitrogen bladder damage which resulted in mixing of oil and

gas which created problems. It took about 10 days to bring it

under normal condition

• In Ashad 2064, the feedback system in Automatic Voltage

Regulator (AVR) failed due to which the whole excitation

system went wrong. Therefore, the plant had to be shut down

for almost 8 days.

case study final 1

Documents