SJVN Limited( A JOINT VENTURE OF GOVT. OF INDIA AND GOVT. OF HIMACHAL PRADESH)

A Mini ratna & schedule “a” psu.

An iso 9001: 2000 certified company.

ACKNOWLEDGMENT

It is truly said, no learning is possible without any proper guidance and no research endeavor is a solo exercise, some contribution is performed by various individual.

The aim of training is to correlate theoretical course contents with practical application and top get to know the degree of one’s own capabilities when contributing to the conversion of scientific knowledge in to practical result.

By acknowledging the guidance, support assistance, I pay my deepest sense of guidance to the management of the Air soft Infosys.

I hereby acknowledge my profound gratitude to Mr. Anurag Bhardwaj and her HR team who helped me in gaining practical knowledge and for giving me their valuable guidance.

I am highly thankful to all the employees of the HR department for their continuous encouragement and inspiration that helped me in completing this project report.

Jai Prabha

Declaration

I Jai Prabha student of L.R. Institute Of Management Solan, hereby declare that I have

completed a project on “ Training and Development Program OF SJVN LTD” in Partial

Fulfillment of the Requirements for the Degree of Master of Business Administration Session

(2013-15). The information submitted is true and original to the best of my knowledge.

Jai Prabha

INDEX

Chapter – I Introduction

Company Profile

Vision & Mission

Objective Of the Company

Chapter – II

Departments Of The SJVN

Organization structure Board of Directors

Chapter- III

On The Job Training Profile

Introduction Of Training & Development

Chapter - IV Conclusion & Suggestions

Chapter – I

Company profile

Mission & vision of SJVN

Objectives

COMPANY PROFILE

SJVN limited, a Mini Ratna and schedule ‘a’cpus under the ministry of power, Govt. of India, is a joint venture between the govt. of India and govt. of Himachal Pradesh. Incorporated in the year 1988, the company is emerging as a major hydro power player in the country. In present authorized capital of SJVN is a 7000rs corer. In may 2013 SJVN complete 25 years.

Beginning with a single project and single state operation (i.e. India’s largest 1500 MW Nathpa Jhakri Hydro power station in Himachal Pradesh) the company is presently implementing hydro electric project in HP, Uttarakhand and Arunachal Pradesh beside neighboring countries VIZ Nepal and Bhutan .

SJVN has expanded its horizons and envision developing itself into a fully – diversified Transnational Power Sector Company in all types of conventional forms of energy.

SJVN , having commission the 1500 MW Nathpa Jhakri hydro power station , is endowed not only with the state- of - the – art technology and know- how to tackle Himalayan geology but has also developed the requisite know – how and capability to conceptualized , optimized and develop the power potential of hydro power development schemes of all sizes . SJVN is abreast with the last trade practices in the arena of hydro power for timely and cost efficient execution of the projects.

The present installed capacity of SJVN is 1500 MW. During the FY 2013 -14 SJVN is scheduled to commission its 412MW Rampur HEP in Himachal Pradesh and 47.6MW Khirivire wind power project in Maharashtra, thereby taking the installed capacity to 1960 MW.

SJVN is committed to generating reliable and eco – friendly power by means of art of technology, excellence in engineering and continual improvement in quality management. SJVN, as an IT savvy corporation, has established and is the following sound business, financial and implementing growth oriented human resource development strategy.

Projects under SJVN

NJHPS@10

SJVN is presently operating the country’s largest 1500MW Nathpa Jhakri Hydro Power station in Himachal Pradesh which has been recognized as an engineering marvel commission in the year 2003-04, the power station has been completed 10 years of commercial generation.

Plant availability factor

Against a normative plant availability factor is 86% in hydro power sector , the power station continues to established new benchmark with 105.15% PAF recorded in the year 2012-13 and 104.26% in 2011 -12.

Generation Records

Highest daily generation (21st may ,2013)against schedule energy of 36 MU

39079MU

Highest monthly generation (July ,2012) 1186MUHighest PAF(April-June ,2013) 108.218%Commutative generation (14th June ,2013) 60,000MU

SJVN Projects under Execution

In its pursuit to emerge as a major hydro power producer in the country, SJVN has undertaking execution of a number of projects in the state of Himachal Pradesh and Uttrakhand. The company has also taken up projects for investigation and execution in the Arunachal Pradesh and

neighboring countries of Nepal and Bhutan .

Rampur Hydro Electric Project (412MW)

Rampur project with a generation potential of 412MW is located on River Satluj, a major tributary of Indus, in Shimla and kullu districts of Himachal Pradesh in North India.

The construction of Rampur HEP is nearing completion and is scheduled to be commissioned during the current financial year.

Wind power: - SJVN is also scheduled to commission the Khirvire Wind Power Project of 47.6MW capacity in Maharashtra during the current financial year. This happens to be SJVN’s first foray into tapping non-conventional energy sources.

Thermal power: - SJVN is made debut into thermal sector by securing the 1320MW Buxar Thermal Power in Bihar. SJVN has taking the Buxar Bijli Company as a 100% subsidiary .The power station establish cost is 6791.36crore Rs at May 2008 price level and will generate electricity levelsied tariff of 2.59Kmh.

Solar power: - SJVN is also venturing into solar Power and intends to establish a 5MW solar photovoltaic plant in Charanka solar park in Gujarat this 5MW solar project is expected to generate 8 million units of power annually.

SJVNS other Hydro Electric Project under Execution:-

Luhri(612MW) HP

Arun-III(900mw) Nepal

Devsari( 252MW) Uttrakhand

VISION & MISSION

VISION:

To be the best-in –class Indian Power Company, globally admired for developing affordable clean power and sustainable value to all stake holders.

MISSION:-

To drive socio-economic growth and optimize shareholder and stakeholder interest by:

Developing and operating projects in cost effective and socio-environment friendly manner.

Nurturing human resources talent with care. Adopting innovative practices for technological excellence. Focusing on continuous growth and diversification.

OBJECTIVES OF COMPANY

In pursuit of its mission, the company had set for itself the following Corporate Objective:

Operating and maintaining power station with maximum performance efficiency. Establishing and following sound business, financial and regulatory policies. Taking up of other hydro power projects.

Completion of the new project allocated to SJVN in an efficient and cost efficient manner.

Use of the best project management practices towards project implementation by applying latest and universally accepted project management technique, and by enabling its engineers to become certified project manager through high skill trainings.

Dissemination of available in –house technical and managerial expertise to other utilities/projects.

Creating a work culture and work environment conductive to the growth and development of the both the organization and the individuals through introduction of participative management philosophy.

Fulfilling social commitments towards society. Achieving constructive cooperation and building personal relations with stakeholder, peers and other related organizations.

Striving for clean and green project environment with minimal ecological and social disturbances. To strive for acquiring Nav Ratan Status.

Chapter –II

Departments in SJVN

Organization of SJVN

Board of Directors in SJVN

DEPARTMENTS OF THE SJVN

Name of the Departments

HOD Designation

Recruitment Ms. Vandana DGM

IR & Welfare Mr. Awadesh Prasad AGMR&R Mr. R.N. Banrjee AGMEstablishment Mr. Shailender

SinghDGM

Law Mr. AGMCorporate communication

Mr. V.k. Verma AGM

MPP Mr. Shailender Singh

DGM

Policy Ms.Geeta kapoor AGM

BOARD OF DIRECTORS

Name of Director Designation Office Mobile/ResidenceR.P.Singh CMD 0177-2670804

011-41659201011-27854974

R.N.Misra Director(Civil) 0177-2671454011-41659212

011-26899301

A.S.Bindra Director(Fin.) 0177-2670101011-41659216

N.L.Sharma Director(Pers.) 0177-2672169011-41659205

94181140650177-2621701

R.K.Bansal Director(Elec.) 0177-2671379011-41659203

PART TIME DIRECTORS

Government of India nominee:-

Name of Director Designation Office Mobile/Residence

G. Sai Prasad Joint Secretary(H) 011-23714842 09871245999

Government of HP nominee:-

Name of Director Designation Office Mobile/Residence

SKBS Negi Principal secy.(MPP & Power)GOHP

0177-2621897 9418477077

INDEPENDENT DIRECTORS:-

Name of Director Designation Office Mobile/Residence

Suresh Mal Lodha 72,Poorinam,63A,Sir Pochkhanwala Road Worli, Mumbai-400025

09819390000

Kamaljit Singh Gill

73-A,SAS Nagar Mithapur Road, PO Model Town, Jalandhar City-144003, Punjab

9814702066

Asha Swarup House No. 3,Type-7 Benmore, Chhota Shimla, Shimla -171002

9816703400 0177-2621526

Arun Mahajan Arunodya , Cemetery Road ,Sanjauli, Shimla-171006

94181084858 01177-2640038

Chapter- III

On the job Training profile

Introduction of Training and Development

On the job training profile

I have done my in the job training from SJVN Ltd. in HR department on the topic of training and development. We learn a lot about company work toward training and development.

I have gratefully acknowledgement my guide Mr. Anurag Bhardwaj for provided me valuable input and sparing time from his busy schedule for my success of this project.

TRAINING AND DEVELOPMENT

SJVN regards human resources as strategic assets in consolidating its current business and achieving growth objectives. Right from inception, the organization has emphasized motivation, development, harmony and equity in its HR policies and practices basis for maximizing individual and collective contribution. SJVN Limited believes that management education and technical training are crucial inputs for improving the efficiency and competence of all the employees, which directly increase the organizational efficiency and effectiveness. Hence, the need of the hour is to follow appropriate training strategies, which would be capable of taking care of the immediate requirements as well as help in shaping the Human Resources to meet the challenges of future. As per National Training Policy the main objective of electricity industry is to achieve customer satisfaction through generation of electricity of the right quality and quantity at an affordable cost and supply to the consumers efficiently whenever and wherever required. Trained manpower is required at every stage of the above mentioned tasks. 

These skills are to be regularly updated to cope with the ever progressing and rapidly advancing technologies being introduced in the power sector where the speed of obsolescence often overtakes the pace of particular skill. With a view to enhance / develop competencies of our employees the need is felt to step up training and human resource

development, create an orientation of power sector personnel and stake holders towards the urgency and the need for reforms and energy conservation as well as provide a standing joint forum for coordination of training related matters in the power sector.

INTRODUCTION OF TRAINING & DEVELOPMENT

Training is the process of assisting a person for enchanting his efficiency and

effectiveness at work by improving and updating his professional knowledge by developing

skills relevant to his work and cultivating appropriate behavior and attitude towards work and

people.

Training could be designed either for improving present at work or for preparing a person

for assuming higher responsibilities in further which would call for additional knowledge and

superior skills.

Training is different education particularly formal education. While education is

concerned mainly with enhancement of knowledge, training aims essentially at increasing

knowledge, stimulating attitude and imparting skills related to a specific job.

It is a continuous and life long process. Training provides an atmosphere of sharing and

synthesizing, with the help of the trainers, the information already available on the subject.

Training is a time bound activity program. Thus there is a separate specialized discipline of

trainers socializing in the field of human activity.

Meaning

A business' most important asset is often its people. Training and developing them can be

one of the most important investments a business can make. The right training can ensure that

your business has the right skills to tackle the future. It can also help attract and retain good

quality staff, as well as increasing the job satisfaction of those presently with you - increasing the

chances that they will satisfy your customers.

Thus Training is the act of increasing the knowledge and skills of employee. It is a

universal truth that the human resources available in an organization have to be managed more

efficiently than the material resources comprising of machines and money.

Eloquently putting “Training is a systematic development of the knowledge, skills and

attitudes required by employees to perform adequately on a given task or job”.

Definition

“Training is the continuous, systematic development among all levels of employees of that

knowledge and those skills and attitudes which contribute to their welfare and that of the

company”.

- M.C Lord and Efferson

“Training may be defined as a process of developing an understanding of some organized body

of facts, rules and methods. This information concerns largely the operative phases of an applied

knowledge”.

- R.C Davis

Theories of training and development

Kirkpatrick evaluation model

The Kirkpatrick evaluation model or theory was developed in 1959 by University of

Wisconsin professor emeritus Donald Kirkpatrick. It consists of four levels of evaluation:

reaction of participants; learning, or the knowledge and skills gained; behavior, or the ability to

apply the new skills; and results, or the organizational impact. Each level of evaluation builds

upon and adds precision to the previous level.

The reaction:

The reaction level measures how training participants react, including their level of

participation; ease and comfort of experience; and the level of effort required to make the most

of the learning. A reaction evaluation is inexpensive and simple to administer using interaction

with the participants, post-training surveys and online questionnaires. The evaluation can be

done immediately after the training ends. It is important that participants have a positive reaction

to the training sessions because a negative reaction leads to poor learning.

The learning:

Learning evaluations are usually conducted before and after a training program to assess

the impact the program has had on the learning process. Evaluations assess whether participants

have advanced in knowledge, skills and intellectual capacity as a result of the training. Learning

evaluation tools include self-assessment using online questionnaires and tests, and formal

assessment through interviews and observations. Learning evaluation is especially relevant for

technical training because technical skill level changes are usually more quantifiable.

Behavior:

Behavior evaluation assesses the extent to which training participants apply the learning

in their jobs. The evaluation is usually done over a period of time to determine if the participants

use the new skills and knowledge on the job, improve their performance and transfer the

knowledge to their peers. Tools include observations, questionnaires, tests and interviews.

Behavior evaluations take more time and effort than reaction and learning evaluations. It is

important to involve the line managers and immediate supervisors in the process because they

are in the best position to observe and assess participant behavior changes.

Results:

Results evaluation determines the success of a training program in operational and

strategic terms, such as increased sales, reduced expenses, improved quality and reduced cases of

workplace injuries. However, it may not always be possible to correlate improved operational

performance with training. For example, improvements in product quality may be due to better

design tools and more qualified staff, not just a new quality training program. External factors,

such as changes in the economy and the competitive environment, may also influence

operational results.

Institutional Training

Every organization needs the services of trained persons for performing the activities in a

systematic way.  It is in this regard to some extent, training for the students of business courses

in various functional areas become mandatory before entering in to the corporate Jobs.

No doubt, the employee training is required in every stage, very frequently. Since, the

fast changing technological development makes the knowledge of employees obsolete.  They

require constant training to cope with the needs of corporate sector.  They require constant

training to cope with the needs of jobs.  After selecting the employees the next task of

management is to give them proper training.  Some employees may have some previous

knowledge of jobs while others may entirely be new.  Both types of workers will need some kind

of training to acquaint themselves with the hobs though it is more necessary for the later category

of employees.

Large organizations may employ a large number of persons every year.  It may not be

possible to recruit already trained persons.  Such enterprises require separate training

departments to prepare training for preparing workers for jobs and also keeping them acquainted

with latest technological advancement.

Training of employees is essential because work force is an invaluable asset to an

organization.  Training is necessary for the following reasons.

«     Increased Productivity

Training improves the performance of employees.  Increase skill and efficiency results in better

quantity and quality of production.  A trained worker will handle machines carefully and will use

the materials in an economical way.

«     Higher Employee Morale

A trained worker derives happiness and job satisfaction from his work.  He feels happily

when his performance is up to the mark.  This also gives him job security and ego satisfaction. 

The employees will properly look after a worker who performs well.  All these factors will

improve employee’s morale.

«     Less Wastages

Untrained worker my waste more materials, damage machines and equipments and may

cause accidents.  A trained worker will know the art of operating the machine properly.  He will

also use the materials and other equipment in a systematic way causing less wastage.   The

control of various wastes will substantially reduce the manufacturing cost.  The amount spend on

training the workers will prove an asset to the organizations

«     Reduce Turnover and Absenteeism

Labor turnover and absenteeism are mainly due to job dissatisfaction.  When a worker is

properly trained he will take keen interest in his job and can derive satisfaction from it.  A

satisfied person may not like to leave his job and try at a new place.

«     Employee Development

Training also helps in the development of employees. It first helps in locating talent in

them and then developing it to the maximum.  The adaptability of a worker will help him in

working on new and improved jobs.  If a worker learns fast then be able to develop his talent and

improve his performance.

Needs of Training in SJVN

To enable the new recruits to understand work:

A person who is taking up his job for the first time must become familiar with it. For example, if

a fresh graduate is appointed as a clerk in a bank, he must first of all gain knowledge of work

assigned to him.

To enable existing employees to update skill and knowledge.

Training is not something needed for the newly recruited staff alone. Even the existing

employees of a concern may require training. Such training enables them to update their skill and

knowledge.

To enable an employee who has been promoted to understand his responsibilities.

Training is essential for an employee who has just been promoted to a higher level job. With an

evaluation in his position in the organization, his responsibilities are also going to multiply.

To enable an employee to become versatile.

Sometimes an employee may have to gain knowledge of several related jobs. It will not be

enough if he is only good in the work he does presently.

Purpose of training in SJVN

One of the main purposes of training is to prevent industrial accidents. This is done by

creating safety consciousness among workers.

When the employees are trained it enables them to achieve the required level of

performance which in turns increases the productivity.

Training helps in increasing the knowledge and skills of employee

When the employees are trained it becomes easy for them to adapt themselves according

to the changes made in business.

Training reduces the cost of supervision. Trained employees needs less guidance which

in turns reduces the needs for supervision.

Importance of Training in SJVN

Improvement in skill and knowledge:

Such training helps the employees to perform his job much better. This benefits the enterprise as

well.

Higher production and productivity:

If an enterprise has a team of well trained employees there will be rise in production as well as

increase in productivity. Productivity is the input- output ratio

Job satisfaction:

Trained employees will be able to make better use of the making of their skill. This increases

their level of self confidence and commitment to work. Such employees are bound to have higher

job satisfaction.

Better use of resources:

Trained employees will be able to make better use of materials and machines. This reduces the

rate of wastage and spoilage of materials and also breakage of tools and machines

Reduction in accidents:

Trained employees are aware of safety precautions and so they are alert and cautious. This is

bound to bring down the number of accident in the works place.

Reduced supervision:

Well trained employees do not need much supervision. They can do their work without having to

approach their superior often for guidance.

Reduction in complaints:

‘Only bad workers blame their tools’. An employee who has acquired the necessary skill and job

knowledge would certainly love his job.

Adaptability:

Trained workers have the capacity to adapt themselves to any kind of situation. They are odd in

crisis management too. This indeed is beneficial for the organization.

Scope for management by exception:

With trained workers working under them, it becomes easy for the managers to get things done

by delegating authority. This enables the managers to concentrate more on important issues

confronting the organization

Stability:

“The employees of today are going to be the managers of tomorrow”. The retirement of key

managers may not affect the stability of an organization if it has a team of trained, efficient and

committed employees who are ever ready to take over management.

Features of training

The features of good training programs are as follows:-

Clear purpose:

The objective of the programme should be clearly specified. The training should be result

oriented.

Training needs:

The training needs of employees should be clearly defined. The methods selected for imparting

training should be appropriate and effective.

Relevance:

The training programme and its contents must be relevant to the requirements of the job for

which it is intended.

Balance between theory and practice:

A good training program me should provide a balanced mix of theory and practice the theoretical

framework should be backed by practical application to provide all round training

Top management must actively support the training programmers so that the training program

me may help the employees to yield better results. Once the employees get the support form

management support the perform there job more effectively.

Steps involved in training:

Step1:

Define the chart part of the organization in which the work has to be done. It is to have a focused

approach of the study. It could either be a particular department, a section, a unit, a specific

group or a staff category.

Step2:

Use various data collection measures to collect both qualitative as well as quantitative data.

Step3:

Analyze the entire data collected in order to find out causes of problem areas and priorities areas,

which need immediate attention.

Step4:

Priorities the different training programmes according to the responses collected.

Step5:

Record and file the entire data so that it can be used for future reference while designing training

programmes/ training calendar.

Methods and Types of Training and their Advantages and

Disadvantages.

Following chart illustrates advantages and disadvantages for the different training methods.

Training Method Type of Training Advantages Disadvantages

Instructor-Led

TrainingClassroom Revised easily Scheduling is difficult

Developed quickly Travel costs

Face-to-face contact Differences from class

to class

On-line Group

TrainingNo travel costs

Requires computer

equipment

Developed quickly No face-to-face contact

Videoconferencing

and Video/On-line

Supports large

groups and multiple

sites

High equipment costs

No travel costsLogistically

challenging

On-the Job CoachingEffective knowledge

transfer

Differences from

instructor to instructor,

session to session.

Related to trainee's

job

Costly in terms of

instructor-to-trainee

ratio

Face-to-face contact

On-line

Self-Directed

Training

All On-line TrainingConsistent training

content

High development

costs

Convenient access to

training

Lengthy development

time

Trainee sets own

pace

Requires computer

equipment

Reuse does not

require trainer

participation

Web-Based Training Easy to modify

Limited bandwidth

causes slow download

times.

Development

Development is an educational process as it tries to enhance one’s ability to understand and interprets knowledge in useful way. Development is different from training in that often the result of experience and maturity that comes with it.

Development program in SJVN:-1) Analytical skill development programs: - After the initial common

introduction programs the management trainees are given intensive training in the expanding through process and analytical ability in order to uncover and examine problems and there be able to take decision in the best interest of the company.

Following topics are covered under this program:- Material management Process and engineering Industry engineering and analytical technique in productivity

2) Management skill development programs: - These are give to deputy managers.

3) Management competency development programs:- Manufacturing

Financing

Information and technology

4) Cross functional skill development program

back

Training & development

Chapter – IV Conclusion& Suggestion

Suggestions

Training should be more practical

Training time should be increased

More technical education should be provided

Training should be give on as per the need of employees

Training objective should be clear

Time to time flow of training program

Supporting documents should be provided to employees

BibliographyDesignation-------------------------------------------Department-------------------------------------------Section IQ1Designation-------------------------------------------Department-------------------------------------------Section IQ1