CASE SUMMARY

• Incorporated in May,1913 at Ahmedabad

• Extended to Gandhinagar in 1969.

• Important features – consistent high plant load factor by the generating plant, good labor relations, efficient field mgt., integrated & well planned x’mission & distribution.

• Received National Productivity Award for outstanding performance.

• Added 110 MW in 4 yrs without additional manpower.

• Now generating 480 MW.• No. of consumers increased from 5 laks to

7.4 laks.• Decentralized into three zonal offices

based on the geographic layout of the city.• HO is policy formulating & monitoring

agency, long-term plans of company, settling wages & other working conditions with trade unions.

• A & P of HO conducts studies to understand and fix new norms & recognizes work from time to time.

• Each zone has 3 consumer orientations: Responding to prospective consumers & giving

energy connections.

Regular providing services like bills, fault rectification etc.

Bringing new technology to provide better services and trying to reach out new clients connections.

NARANPURA ZONE

MAINS DEPT.Transmission &

supply : laying cables,set up of sub-stations,

Logistics in dist. system Providing streetlight- Fault remedy for

Consumers

COMMERCIAL SECT

Estimating cost of Energy For non LT users-Meter fixing, reading &

inspection

Eployees(205+40)1.LT capital &LT fault2.Fault section&streetlight section

Employees(109=3)1.Meter unit2.Estimation3.Commercial4.Meter reading

Employees(64)1.accounts(gen)2.Bill distribution3.EDP

Employees(31+17)

ACCOUNTS SECT.

Maintains all a/cConcerned with Billing, cost of

repairing & re-fixing the defected

MetersPayroll & sundry

purchase

P & A SECT

All employees related Matter

Admn. Of office Complex, canteen,

Staff discipline & localUnions

Examines manpowerrequirement

NARANPURA ZONE• Most of the urban devt. & new housing units are

coming up

• Total manpower strength is 542

Employee classification

- Permanent employee

- Probationers

- Temporary

- Casual

- Apprentices

PROFILE

Category No. of Consumers

HT services 72

Cinema services 10

Street light services 140

LTMD services 435

Total no. of consumers 2,43,150

Inflow of new-connection 24,874

No. of complaints 44,778

PERSONNEL PRACTIVES

Manpower PlanningRecruitment &

Selection

Human Resource Development

1. Recruitment at lowest level and thereafter career growth From within

2. Lifetime employment and nil employee turnover

No.1. New Requirement

CATEGORY

(CONSUMERS/STAFF)

SERVICES RENDERED PER DAY

TOTAL NO. OF CONSUMERS/S

TAFF AT PRESENT

PROPOSED NO. OF

CONSUMERS/STAFF AFTER

ONE YEAR

Consumer - 2,43,150 2,68,024

Bill Distributor 169 bills 2 (E)+19 ©

@ 386 bills per day

4 (E)+48 ©

@ 169 bills per day

Meter Readers 110 – 125 services

4 (E)+39 (D)+ 2 (temp)

@ 180 meter reading per day

6 (E)+ 61 (D)+4 (temp)

@ 125 meter reading per

day

Estimators 8 new connections,

wiring, individual services25 group services

1(F1) +7 (E) Remain same (as concerned with new connections only)

Inspector Checking work of meter fixers – 12

metersBill reading for HT area -350 factories

LT maximum demand – 500 units

Cinema housesStreet light reading

Inquire into theft cases and consumer

complaints

1 (F1) + 15 (E)

1 (F)+ 16 (E)

• In the present context one Bill distributor is distributing around 386 bills per day. So as an incentive he receives (40 paise x 217 additional bills x 30 days) = Rs.2604/- . In case one more person is appointed in his place his work burden can be minimized.

No.2 FACTORS NEEDS TO BE BALANCED AGAINST INCREASE IN PRODUCTIVITY

• Training to the employees

• Incentives &Vehicle allowances

• Outsourcing some of the activities like bill distribution

• Coordination and convergence between different departments so as to minimize the work load of one department or sharing of some responsibilities among different departments.

• The structure is very much hierarchical. Hence, even in one unit different positions can be clubbed together. Advantage will be:– The salary/ compensation given to different

persons can be given to a few. In this case one person will get more salary and produce better results.

• Advancement in technology

• In time bill distribution and responding to consumer’s complaints.

LT Capital

LT Fault Fault Section

Street-lighting section

Section Eng.- 4

Section Eng.- 3

Junior Eng.- 1

Sr. Elect.- 2

Sr. Joint. Elect. - 1

Elect.-2 Joint. Elect. - 6

Joint. Elect. - 6

Overseer.1

MAINS SECTION

Sub. Ovr.1

Sub. Ovr.1

Clerk - 2

Semi-skilled Lab.19

Semi-skilled Lab.13

Laborer.26

Laborer.12

Casual Lab.39

Section Eng.- 2

Junior Eng.- 1

Master Tech.- 1

Sr. Elect.- 2

Sr. Elect.- 2

Elect.-8 Elect.-4

Joint. Elect.3

Plant. Tech.1 Ovr.1

Main Attendent.6

Plant Tech.1

Semi-skilled Lab.15

Laborer.5

Fitter Elect.- 2

Sub. Ovr-1

Semi-skilled Lab.27

Laborer.16

PRESENT STRUCTURE

Sr. Fitter Elect.- 1

Section Eng.- 2

LT Capital LT Fault Fault Section

Street-lighting section

Section Eng.- 4

Section Eng.- 3

Sr. Elect.- 2

Sr. Joint. Elect. - 1

Elect.-2 Joint. Elect. - 6

Joint. Elect. - 6

Overseer.1

MAINS SECTION

Sub. Ovr.1

Sub. Ovr.1

Clerk - 2

Semi-skilled Lab.19

Semi-skilled Lab.13

Laborer.26

Laborer.12

Casual Lab.39

Section Eng.- 2

Junior Eng.- 1

Master Tech.- 1

Sr. Elect.- 2

Sr. Elect.- 2

Elect.-8

Elect.-4

Joint. Elect.3

Plant. Tech.1 Ovr.1

Main Attendent.6

Plant Tech.1

Semi-skilled Lab.15

Fitter Elect.- 2

Sub. Ovr-1

Semi-skilled Lab.27

Laborer.16

PROPOSED STRUCTURE

Sr. Fitter Elect.- 1

• Similarly in Commercial Department Meter Unit, Meter reading can be merged into one and Estimate and Commercial/general into one.

• In Administration and Personnel some of the posts can be merged.