Anil Hd Copy Project
Transcript of Anil Hd Copy Project
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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
3 Neither Agree Nor Disagree 5
4 Disagree 3
5 Strongly Disagree 2
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
3 Neither Agree Nor Disagree 5
4 Disagree 0
5 Strongly 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
3 Neither Agree Nor Disagree 5
4 Disagree 5
5 Strongly Disagree 0
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
3 Neither Agree Nor Disagree 3
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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
5 Strongly Disagree 0
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
3 Neither Agree Nor Disagree 10
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
3 Neither Agree Nor Disagree 3
4 Disagree 0
5 Strongly Disagree 3
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
5 Strongly Disagree 3
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
3 Neither Agree Nor Disagree 10
4 Disagree 2
5 Strongly Disagree 6
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
3 Neither Agree Nor Disagree 2
4 Disagree 1
5 Strongly Disagree 7
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
3 Neither Agree Nor Disagree 4
4 Disagree 3
5 Strongly Disagree 13
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
3 Neither Agree Nor Disagree 12
4 Disagree 9
5 Strongly 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
3 Neither Agree Nor Disagree 5
4 Disagree 10
5 Strongly Disagree 5
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
3 Neither Agree Nor Disagree 23
4 Disagree 13
5 Strongly Disagree 4
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
5 Strongly Disagree 3
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
3 Neither Agree Nor Disagree 7
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
3 Neither Agree Nor Disagree 11
4 Disagree 7
5 Strongly Disagree 4
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
3 Neither Agree Nor Disagree 5
4 Disagree 3
5 Strongly Disagree 2
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.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
3. A mix of internal and external faculty takes training session at EDC.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
4. Most training needs of employees are addressed by the local EDC.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
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v. Strongly Disagree
5. Faculty knowledge and training methodology at EDC are to my
satisfaction.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
6. Training nomination takes place as per the training needs of th
employee.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
7. Reporting officer takes active interest in training of their subordinate.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
8. Employees are given as per their development plan by their reporting
officer for job rotation etc
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
9. Employees actively apply their learning from training at work place.
i. Strongly Agree ii. Agreeiii. Neither Agree iv. Disagree
v. Strongly Disagree
10. Employees are given time for attending training programs.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
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11. In my opinion training and development system of TPC adds value to
organization
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
12. I look forward to take up special assignment as a part of cross
functional teams.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
13. All employees in my department get nominated for training programs
uniformly.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
14. Employees in my department almost get same number of training man
days per annum.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
15. Seniors readily share their knowledge and experience with their
juniors.i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
16. People openly share their knowledge and ideas with each other.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
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17. I have imported adequate training needed to carry out my
responsibility effectively.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree
18. I feel NTPC as an organization is committed towards training and
development of its employees.
i. Strongly Agree ii. Agree
iii. Neither Agree iv. Disagree
v. Strongly Disagree