Project

ORGANIZATIONAL INFORMATION

North Eastern Electric Power Corporation Limited (NEEPCO) , a MiniRatna Schedule "A" Government of India Enterprise under the Ministry of Power was set up on the 2nd of April, 1976 to plan, investigate, design, construct, generate, operate and maintain power stations in the North Eastern Region of the country.

With its headquarters in the charming town of Shillong, the capital of Meghalaya, NEEPCO is a power sector enterprise with projects located in the various states of the North East.

Company’s profile

Authorised Share Capital Rs. 5000 Crs.Installed Capacity 1130 MWProjects Completed 7 Nos. (5 Hydro , 2 Thermal)Capacity Addition Program From Projects Under Construction

922 MW

Projects Under Construction 5 Nos. (3 Hydro , 2 Thermal)Projects Under Survey & Investigation 2118 MW (4 Hydro , 1 Thermal , 2 Solar)Manpower 2723 (as on 31/03/2014) Certifications Received ISO 9001:2008 Quality Management Systems (QMS)ISO 14001:2004 Environmental Management Systems

(EMS)ISO 18001:2007 Occupational Health and Safety

Management Systems (OHSAS) MOU Rating for 2003-04, 2004-05, 2005-06

Excellent

2006 - 07, 2007 - 08 Very Good2008 - 09 Good2009 - 10 Very Good2010 - 11 Good2011 - 12 Good2012 - 13 Very Good

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI Page 1

MISSION

■To harness the vast hydro & thermal power potential.

■To produce pollution free and inexhaustible power through planned development of power generation projects.

■ To play a significant role in the integration and development of hydroelectric and thermal power in the Central Sector covering all aspects such as investigation, planning, designs, construction, operation and maintenance of hydroelectric and thermal projects which in turn would effectively promote the development of the nation as a whole.

CORPORATE OBJECTIVES

For fulfillment of its mission, NEEPCO has set the following objectives for the year commensurate with the aims, programs and policies of the government evolved from time to time:

o To responsibly exploit the vast hydro & thermal power potential for sustainable development of N.E. Region

o To undertake execution of new hydro/thermal schemes and undertake timely renovation & modernization of existing old hydro and thermal plants.

o To execute on-going hydro/thermal projects as per targets set, so as to achieve commissioning of such projects as per schedule or ahead of schedule.

o To ensure optimum utilization of installed capacity so as to achieve maximum generation and optimum machine availability.

o To improve the Quality Management System, NEEPCO is already registered as an ISO: 9001:2008 Company, NEEPCO has also been accredited with OHSAS 18001 for occupational health and safety management systems and ISO 14001 for environmental management systems.

o To complete DPR of new schemes for hydro/thermal projects as per schedule or ahead of schedule as and when estimated by Central Electricity Authority (CEA)

o To promote industrial growth and prosperity of the N.E. region by fulfilling the need of supply of electricity thereby improving the quality of life of the region.

o To improve the socio economic condition of the neighborhood by providing infrastructure, medical schooling and the creation of productive environment opportunities.


HUMAN RESOURCE

o An integral part of NEEPCO's employee centered policy lay thrust on knowledge up-gradation and development through seminars, workshops and training programs both in-house and external.

o Manpower strength of the Corporation is 2723 (as on 31st Mar 2014).

VIGILANCE

NEEPCO takes cognizance of the importance of VIGILANCE in all its working spheres .The Vigilance Department of NEEPCO plays a pivotal role by focusing attention on preventive vigilance and ensuring streamlining of rules and procedures in every area that requires attention for the growth of the corporation.

Performance Highlights

o Conferred 'Miniratna Category I' status by the President Of India on April 8th 2013.

o Accorded Schedule 'A' status on July 15 2008.o NEEPCO produces 47% of the total effective installed capacity of the N.E.

Region as on 31.03.2013.o NEEPCO provides 56.6% of Energy requirement of the N.E. Region during

2012-2013.o NEEPCO operates one of the largest hydro and thermal power plant in N.E.

Region.o NEEPCO provides electricity to 5 houses (approx) out of 10 in N.E. Region.o The only CPSU having Hydro and Thermal Power Stations in operation.o NEEPCO’S Hydro - thermal Mix 67:33.o Exposure to construction & operation of Hydro projects in highly difficult and

Geo - Technically sensitive terrain of N.E. Region.o NEEPCO is the only CPSU operating a Power Plant in Nagaland.o Very good external debt servicingo NEEPCO Facilitates generation of cheap Electrical energy for the North

Eastern States thereby providing energy security, facilitating economic development of the region

o NEEPCO provides free medical services to the local people in all 8 NEEPCO Hospitals and Dispensaries.


PERFORMANCE INDICATOR

Performance at a Glance

Particulars 2010-11 2011-12 2012-13Authorized Capital (Rs. in Crs.) 5,000 5,000 5,000Paid-up Capital (Rs. in Crs.) 3,278 3,292 3,315Installed Capacity (MW) 1,130 1,130 1,130Generation (Million Units) 5,093 4,825 4,691Sale (Rs. in Crs.) 1,198 1,198 1,325Total Income (Rs. in Crs.) 1,279 1,270 1,392Profit before Tax (Rs. in Crs.) 318 264 295Employee/MW 1.48 1.42 2.46Dividend (Rs. in Crs.) 79.07 65.73 72.69


Power Share of NEEPCO in North East India

■NEEPCO’s share of Installed Capacity in the North East Region: 40% (as on 31.03.2014)

■ NEEPCO contributed 47.6% of Energy Generation to NER out of total NER generation for the year 2013-2014


Awards & Accreditation

VARIOUS AWARDS RECEIVED

291 MW ASSAM GAS BASED POWER PLANT WAS DECLARED AS “CENTRE OF EXCELLENCE” IN THE YEAR 2002 BY THE MINISTRY OF POWER, GOVERNMENT OF INDIA.

3 X 135 MW RANGANADI HEP WAS AWARDED “NATIONAL AWARD” FOR THE YEAR 2004-05 FOR MERITORIOUS PERFORMANCE IN POWER SECTOR BY THE MINISTRY OF POWER, GOVERNMENT OF INDIA.

RAJBHASHA : RECEIVED 3RD PRIZE IN THE YEARS 1996-97, 1997-98 AND 2000-01.

VARIOUS ACCREDITATION RECEIVED

ISO 9001 : 2008 Quality Management Systems (QMS) ISO 14001 : 2004 Environmental Management Systems (EMS)

POWER POTENTIAL IN THE NORTH EASTERN REGION

In terms of hydro power, the North Eastern Region has the potential of about 58971 MW i.e. almost 40% of the country's total hydro potential. Additionally, the Region also has abundant resource of coal, oil and gas for thermal power generation. In spite of such huge potential the Region ranks lowest in the country in terms of per capita energy consumptions.

However with continual improvement of infrastructure and communication


facilities, the North East region stands to become the Power House of India by utilizing its surplus power potential especially in the hydro sector.

HYDROELECTRICPOWER

The NE Region is blessed with a huge hydro potential in the country which is estimated at about 58971MW, out of which about 2% (two percent) (1200 MW) has so far been harnessed as on 31.01.2013. Another 2852 MW of hydro power is under various stages of development. The balance 93% (ninety three percent) is yet to be exploited.


NATURALGAS151.68 Billion which is capable of generating 7500 MW for 10 years.

COAL

864.78 Million tonnes against 186 Billion tones of reserves in the country. With the reserves in the N.E Region, approximately 240 MW/day can be generated for a period of 100 years


PROJECTS UNDER OPERATION

The projects Of NEEPCO that have been commissioned and are presently under operation are :

275 MW KOPILI HYDRO ELECTRIC PROJECT

291 MW ASSAM GAS BASED POWER PROJECT

84 MW AGARTALA GAS TURBINE PROJECT

75 MW DOYANG HYDRO ELECTRIC PROJECT

405 MW RANGANADI HYDRO ELECTRIC PROJECT


PROJECTS UNDER EXECUTION

The following projects are presently under various stages of execution :

60 MW TUIRIAL HYDRO ELECTRIC PROJECT

600 MW KAMENG HYDRO ELECTRIC PROJECT

110 MW PARE HYDRO ELECTRIC PROJECT

101 MW TRIPURA GAS BASED PROJECT

51MW Agartala Gas Turbine Plant-Combined Cycle Conversion Project


POWERMAP



PROJECT DESIGN AND STUDY

1. Introduction to the study

2. Statement of the problem

3. Objective of the study

4. Methodology

5. Limitation of the study

Introduction to study


The purpose of this is to examine the effectiveness of training processes in north east electrical power corporation limited (NEEPCO). Training is the process of increasing the knowledge and skills of the employee. A better knowledge about this thing can facilitate the trainer as well as the trainee in conducting and benefiting from the training. But, training being a very complex process makes it a bit difficult. So the best way to achieve it is by studying and analyzing the feedback of employee as well as managers. The project includes collecting information from the staffs of NEEPCO analyzing it, interpreting it, and making observation and providing useful suggestions from it.

The study helps to know the impact of training process on employees in the organization. And also it enables to know the attitude of employees towards training, satisfaction of employees, efficiency of training programs and trainers and impact of training on the productivity of the organization.

The study mainly deals with the efficiency of training process which has to be increased. The objective, relevancy of training, methods, materials, environment and time duration of training, personal satisfaction of employees that effect the effectiveness of training. The study tries to cover a many a areas a possible in order to come with the best and accurate conclusions.

Why employee training is important

Training is crucial because it

■ Educates workers about the effective use of technology

■ Ensures competitive edge in the market

■ Promotes safety and health among the employees

■ Creates opportunities for career development and personal growth, an important factor in retaining workers


■ Helps employers comply with laws and regulations

■ Improve productivity and profitability

EFFECTIVENESS OF TRAINING

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 resent at work or for preparing a person for assuming higher responsibilities in further which would call for additional knowledge and superior skills.

Effective training has the potential to provide a range of benefits for an organization:

• Higher quality

• Better productivity

• Improved motivation - through grater empowerment

• More flexibility through better skills

• Less supervision required (cost saving in supervision)

• Better recruitment and employee retention

• Easier to implement change in the organization

Effective training starts with a "training strategy." The three stages of a training strategy are:


• Identify the skills and abilities needed by employees

• Draw up a action plan to show how investment in training and development will help meet business goals and objectives

• Implement the plan, monitoring progress and training effectiveness.

NEEDS OF TRAINING

After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing knowledge and skills of an employee foe performing a particular job.

Needs of training can be summarized with this few points as follow:

• 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.

• To enable existing employees to update skill and knowledge: Training is not something need only 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 of 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 employeee may have to gain knowledge of several related jobd. It will njot be enough if he s only good in the work he does presently.


Training analysis involves

■ Monitor current performance by using techniques such as observation, interviews and questionnaires.

■ Anticipating future shortfalls or problems

■ Identifying the type and level of training required and analyzing how this can best be provided.

PURPOSE OF TRAINING

• Newly recruited employees require raing so as to perform thier tasks effectively.

• Training helps in increasing the knowledge and skills employees.

• Training makes employees mobile and versatile so that employee can be placced on various jobs depending on organization needs.

• When the employees are trained it becomes easy for them to adapt themeslves according to the changes made in the organization.

• training reduces the cost of supervision. Trainedd employees needless guidance which in turns reduces the needs for supervisors.

• Training can bridge the gap between the employee's capabilities and the demand of the job.

Benifits to the employees

• Training makes employees more efficient and effective.


Training enables employees to secure promotions and helps them achieve thier goals comfortably.

• Employees make less mistakes in thier job and are able to handle jobs with confidence and commitment to work.

• Employees start finding satisfaction with high morale.

• Thus, traing can contribute to higher production, fewer mistakes, greater job satisfaction and lower labour turnover. Also, it enables employees to cope with organizational social and technological change. Effecetiv training is an invaluable investment in the human resources of an organizationn.

METHODS OF TRAINING

There are various methods of training, which can be divided into cognitive and behavioral methods. Trainers needs to understand the pros and cons of each method; also impact on trainer's keeping thier background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various methods under cognitive method prodives the rule for how to do something, written or verbal information, demonstrate the relationship concepts etc. These methods are associated with changes in knowledge and attitude by stimulating learning.

The various methods that come under cognitive approach are:

Lectures

Demonstration

Discussion

Computer based training (CBT)

Intelligence tutorial system (ITS)


Program instruction (PI)

Virtual reality

Behavioral methods are more of giving practical training to the trainees. The various methods under behavioral approach allow the trainee to behave in a real fashion. These methods are best used for skill development.

The various methods that come under behavioral approach are:

Games and stimulations

Behavioral modeling

Case studies

Equipment stimulators

In-basket Technique

Role plays

Both the methods can be used effectively to change attitudes, but through different means.

Another method is Management development method. This method is more of future oriented method and more concern with educations of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes.

Management development method is further divided into two parts:

a) On the job Training


b) Off the job Training

On the job training - The development of manager’s abilities can take place on the job. Four techniques for on-the job training are:

* Coaching

* Mentoring

* Job rotation

* Job instruction technique

Off the job training - There are many management techniques that an employee can take in off-the-job. The few popular methods are:

* Sensitivity training

* Transactional analysis

* Simulation exercises

* Straight lectures

* Case studies

Statement of the problem


Training plays a very important role in each and every organization.

it aims at preparing employees for future or current jobs. The efficiency and productivity of the firm can be increased considerably with right training methods.

This is the reason why HR department gives Training such a huge importance. So it is essential that we conduct studies and experiments to improve training methods.

The motive behind the study is to understand the effectiveness of employees training in North eastern electrical corporation Ltd. Shillong.

Training cannot be measured directly but the change in attitude and behavior that occurs as a result of training. By studying and analyzing the response of employees regarding training, we can make scientific conclusions, which is the core idea of this study.

Objective of the study


In order to obtain a complete and successful project work in NEEPCO Ltd. the following objectives are laid down:

• To study the various training programs offered at the organization.

• To study the methods used in training the employees.

• To identify the training needs of employees.

• To know how the new and the existing employees perceive the training development program.

• To analyze whether the quality of training and satisfaction of respondents related.

• To analyze whether the employees are satisfied with their current training methods.

• To study the training program on the basis of relevance, implementation and outcomes.

Methodology


As the name suggest it is a scientific method i.e. how we planned to do and what kind of method we are going to adopt to make this project successful. It deals with the method of how to collect data for information, i.e. whether we did with questionnaire or schedules etc. It also includes what is the procedure to proceed to collect the data, from where we will start and where we will end, whether the investigator will investigate and interview (schedule) or hand over the questionnaire. The research methodology that is to be used for carrying out the project work is discussed as under:

# Primary data

Primary data are freshly gathered specially for this project. It is collected for the first time and thus they are original in character. The primary data are useful for knowing opinion, qualities and attitudes of respondents. Basic sources for primary data collection for the study are through:

• Questionnaire: A questionnaire will be served to the employees from different department asking their opinion about the effectiveness of training at NEEPCO. In the questionnaire, possible answers that are easier to interpret and tabulate will be provided.

- Multiple choices: Multiple choices had three or more options in them.

-Rating scale: Rating scale rates the attributes.

-Dichotomies: Here a question with possible answer is provided.

• Personal interview: A face-to-face talk will be carried out with the employees where they will be asked about their feelings and opinions on various aspects of their jobs and training programs of the organization.

# Secondary data:

As per the requirement, here we collect the data that are already collected previously by someone else.NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI Page 23

It includes:

a) Studying the website www.neepco.gov.in of the company.

b) Various articles published in different sources (Magazines, books, internet and journals)

c) Schedule of training programs of the company.

d) Research thesis and dissertations.

# Element of sampling:

It includes sampling frame, sampling size, sampling design and sampling unit.

* Sampling frame: The respondents are the employees of NEEPCO Ltd. Shillong.

* Sampling size: Sampling size taken for this study is 50 employees covering all the departments of the organization.

* Sampling design: Random sampling

* Sampling unit: The sampling unit is an individual employee of all the departments of the organization - north eastern electrical power corporation Ltd. Shillong.

# Statistical tools:

The statistical tools used in the analysis of the data include:

• Tabulation

• Graphs: Histograms, pie charts etc.

Limitations of the study

Some difficulties were encountered while doing the project. They are listed below:


■ Employees of NEEPCO Ltd. Shillong found it difficult to answer questions properly due to their busy and heavy workload

■Lack of communications among the employees, specifically from the Human Resource development department, which is expected to inform and notify the employees regarding the research made by the students

■ The working personals are not proffered to give complete information or hesitate to help in filling up the questionnaires

■ Given that the study was conducted over a short period of time, it is impossible to surface all the aspects of training programs etc


Data analysis and Interpretation

ANALYSIS


Analysis begins with collection of data. Data are usually of two types - Primary and secondary data. The term analysis refers to the computation of certain measures along with searching for patterns relationship that exist among data-groups.

Once the data has been collected, it is important to analyze the collected data.

The types of analysis used are:

■ Tabulation:

Tabulation is the process of summarizing data and displaying the same (i.e. in the form of statistical table) for further analysis. In a broader sense, tabulation is an orderly arrangement of data in columns and rows.

■ Charts, Graphs and Diagrams:

In addition, a variety of charts, graphs and diagrams are used to represent the different categories of answers to the questions.

Data analysis and InterpretationsNORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI Page 27

1. How long have you been working in NEEPCO. Ltd?

Experience in years No. of respondents percentage of respondents

a) 0-5 yrs 10 20b) 5-10 yrs 12 24c) 10-15 yrs 8 16d) 15 yrs and above 20 40 Total 50 100

0-5 yrs 5-10 yrs 10-15 yrs 15+ yrs0

5

10

15

20

25

30

35

40

Experience in years

Experience in years

Interpretation:

The above table and figure shows that the majority respondents which is 40% have been working for 15 years and above in this company, 16% have been working for 10-15 years, 24% have been working for 5-10 years and the rest 20% said they have been working for 0-5 years only.

2. During your years of working with NEEPCO, what type of training you had attended mostly?

Answer No. of respondents percentage of respondents


a) On the Job 27 54b) Off the Job 9 18c) Both 6 12d) Others 9 18 Total 50 100

On the Job Off the Job Both Others0

10

20

30

40

50

60

Types of training attended by the employees

Interpretation:

By the above table and figure, 54% of the employees in NEEPCO had attended On the Job Training, 18% off the job. 12% reveal that they attended both on the job and off the job. Rest 18% said they attended other types of training.

3. How will you rate the materials and technology used in training program?

Opinion No. of respondents percentage of respondents


a. Poor 4 8b. Average 14 28c. Good 32 64d. Excellent 0 00 Total 50 100

Poor average Good excellent0

10

20

30

40

50

60

70

Training materials/technology used in training program

Interpretation:

As shown above, the training materials and technology used in training program are good. It also shows that still there are rooms for improvement that needs to be look into as 8% of the respondents rate the training materials as poor.

4. According to you, which method is mostly suitable for training?

Opinion no. of re4spondents percentage of respondents


a. Step by step instruction 32 64b. Coaching/Lectures 6 12c. conference/Discussions 8 16d. Programmed Instructions 4 8 Total 50 100

Step by s

tep in

struction

Coaching/L

ectures

Conferen

ce/Disc

ussions

Programmed

instr

uctions0

10

20

30

40

50

60

70

Method mostly suitable for training

percentage of respondents

Interpretation:

By the above data it is clearly visible that 64% of the respondents prefer step-by-step instruction method. 16% and 12% respondents prefer conferences and coaching respectively. Only few i.e. 8% prefers programmed instructions.

5. The time duration for the training period is?


Opinion no. of respondent Percentage of respondentsa. Sufficient 23 46b. To be extended 11 22c. To be shortened 0 00d. Manageable 16 32 Total 50 100

Sufficient To be extended To be shortened Manageable0

5

10

15

20

25

30

35

40

45

50

Time duration for training period


Interpretation:

As shown above, 46% respondents are sufficient with the training period, 22% said to be extended and 32% said it is manageable. It’s interesting that none of the respondent responded the training period to be shortened, hence most of the employees are sufficient with the time duration of the training period.

6. Are you aware of E-learning course offered by your organization? If yes, what do you think about the program?


Opinion no. of respondent Percentage of respondentsa. Effective 3 6b. Average 29 58c. In-effective 3 6d. Not aware 15 30 Total 50 100

Effective Average In-effective Not aware0

10

20

30

40

50

60

E-learning course offered by NEEPCO


Interpretation:

From the above data, most of the respondents are aware of E-learning course offered in the organization and out of which 58% rate it as effective, 6% said as average, another 6% said as in-effective and many of the respondent i.e.30% said that they weren’t aware of the program.

It is very interesting to see such margin where many of the respondents aren’t even aware of E-learning. Hence, they organization needs to make aware of E-learning course to its employees.

7. After the training program, your work performance has been


Opinion no. of respondents percentage of respondentsa. Effective 14 28b. Very effective 32 64c. Average 4 8d. In-effective 0 00 Total 50 100

Effective Very effective Average In-effective0

10

20

30

40

50

60

70

Work performance after training


Interpretation:

Above table and figures shows 64% of the respondent claims that their work performance after the training is very effective, while 285 said it is effective and just 8% claimed it as average. None claims in-effective. So, most of them believe training improves performance a lot.

8. What is the type of skills development you would require?


Opinion no. of respondents Percentage of respondentsa. Management skills 22 44b. Communication skills 4 8c. IT/Technical skills 18 36d. Leadership motivation 4 8e. Others 2 4 Total 50 100

Management sk

ills

Communication sk

ills

IT/Tec

hnical sk

ills

Leaders

hip motivation

Others05

1015202530354045

Type of skill development required


Interpretation:

As shown above, majority of the respondents i.e. 44% required management skills. 365 said IT/Technical skills, 8% said communication skills, 8% said leadership motivation skills and 4% others.

An employee cannot be expert in all areas. Both specialists and generalists are required to undertake training programs. Employees need to update their knowledge according to the technological changes, which will help in meeting the corporation’s goals and objectives as well as individual’s.

9. What are the main barriers in learning new skills?


Opinion no. of respondents Percentage of respondentsa. Time/Cost 18 36b. Lack of information 6 12c. Concern about quality training 5 10d. Qualification/Experience of trainer 3 6e. Organizational policy of training 18 36f. Any other reason 0 00 Total 50 100

time/Cost

Lack o

f information

Concern ab

out quality tr

ai...

Qualificati

on/Experie

nce of t..

.

Organizati

onal policy

of trai...

Any other r

eason

0

5

10

15

20

25

30

35

40

Barriers in learning new skills

Interpretation:

When enquire about barriers in learning new skills, 36% respondents said time/cost, another 36% said organizational policy of training, 12% think lack of information, 10% are concern about the quality training and 6% thinks it is the qualification/Experience of the trainer.

Hence, organizational policy of training of the organization should be look into.

10. Does your training give you a feeling of confidence?


Opinion no. of respondents percentage of respondentsa. Yes 49 100b. No 0 00 Total 49 100

Yes

No

0102030405060708090

100

Effect of training on confidence


Interpretation:

From the above table and figures it is very clear that through training majority of the employees gained a feeling of confidence. Training leads to job satisfaction and higher morale of the employees.

11. Is the trainer qualified according to the training program?


Opinion no. of respondents percentage of respondentsa. Yes 42 84b. No 8 16 Total 50 100

Is the trainer qualified?

YesNo

Interpretation:

With regard to the trainer program 84% of the respondents agreed that the trainer is well qualified and experienced. While 16% were against it.

12. Induction training is given adequate importance in your organization?


Opinion no. of respondents percentage of respondentsa. Strongly agree 10 20 b. Agree 19 38c. Neutral 14 28d. Disagree 7 14e. Strongly disagree 0 00 Total 50 100

strongly agree agree

neutraldisagree

strongly disagree

05

10152025303540

Importance given to induction training


Interpretation:

The above figure shows 20% strongly agrees that induction training is given adequate importance in the organization, 38% agrees, 28% said it is neutral and 14% disagrees.

13. Training program has been imparted to the right person, at the right time and for the right job


Opinion no. of respondents percentage of respondentsa. Strongly agree 5 10b. Agree 17 34c. Neutral 20 40d. Disagree 8 16e. Strongly disagree 0 00 Total 50 100

strongly agree agree neutral disagree strongly

disagree

05

10152025303540

Training program has been imparted to the right person, at the right time and for the right

job


Interpretation:

From the above data shown, we can see that majority of the respondents i.e.40% are neutral, while % agrees that the training programs are being imparted to the right person, at the right time and for the right job. Only few disagrees with it.

14. Employees are helped to acquire technical knowledge and skills through training.



strongly agree

agree neutral disagree strongly disagree

0

10

20

30

40

50

60

Employees are help to acquire technical knowledge and skills through training


Interpretation:

52% of the respondents agree that employees are helped to acquire technical knowledge and skills through training. 24% showed neutral, 16% strongly agreed and just 8% disagreed.

15. Training helps in increasing productivity of employees, to achieve organizational goals.



Training helps to increase productivity of employees

strongly agreeagreeneutraldisagreestrongly disagree

Interpretation:

The data above shows almost every respondent agreed that the training program helps to increase productivity and boost for organizational goals with 72% agreeing and 18% strongly backing it. While just 10% respond it as neutrality.

16. There is well-designed and widely shared training policy in the organization.



strongly agree


0

5

10

15

20

25

30

35

40

Training policy of the organization


Interpretation:

Above table shows 36% of the respondents were both agreed and neutral about the training policy of the organization. It is interesting that, 26% of the respondents disagrees that training policy of the organization is not well-designed and not shared widely. So, the company needs to check into this matter as soon as possible.

17. There is adequate emphasis on developing managerial staff through training



strongly agree


0

5

10

15

20

25

30

35

40

45

Emphasis on developing manegerial staff through training


Interpretation:

In the above data, majority i.e. 42% were neutral about the subjects being asked. 36% agreed, 10% strongly agree and 12% disagreed.

18. The equipment used in training is similar to the equipment found on the job



strongly agree


0

5

10

15

20

25

30

35

40

45

Equipment used in training is similar to that found on the job


Interpretation:

From the above figures, 42% of the respondents agreed that the equipment used is similar to that found on the job. While many of them weren’t sure about it as 40% of them shows neutral. And 18% disagreed that it is not similar to that found on the job.

19. Supervisors support the use of techniques learned in training that employees bring back to their jobs



strongly agree


05

101520253035404550

Support by supervisor for the use of techniques learned in training


Interpretation:

It is very clear from the above figures that 50% of the respondents believes that supervisors

Support the use of techniques learned in training that employees bring back to their jobs while another 50% weren’t sure about the thought.

20. My Organization has a training and development policy applicable to all employees

Opinion no. of respondents percentage of respondents


a. Strongly disagree 3 6b. Agree 18 36c. Neutral 14 28d. Disagree 15 30e. Strongly disagree 00 0 Total 50 100

strongly agree


0

5

10

15

20

25

30

35

40

Organization training and development policy


Interpretation:

From the above table and figures, 36% agree that the organization has a training and development policy applicable to all employees, 6% strongly agrees, 28% being neutral, while 30% disagreed.

Hence, we can see that huge no. of employees are not happy about the training and development policy of the organization as 30% disagree and another 28% being neutral about it.

21. Training is periodically evaluated and improved


Opinion no. of respondents percentage of respondentsa. Strongly Agree 0 00b. Agree 25 50c. Neutral 22 44d. Disagree 3 6e. Strongly Disagree Total 50 100

Strongly agree


0

10

20

30

40

50

60

Training is periodically evaluated and improved


Interpretation:

Analyzing the above data, it is seen that training program is somewhat evaluated at NEEPCO Ltd. Shillong, while many respondents are not so sure about it.

22. I have received the training needed to do my job efficiently and effectively



strongly agree


0

10

20

30

40

50

60

Received the training needed to do my job


Interpretation:

As regard to the data, 52% feels that they have received the training they need to do their job efficiently and effectively. 28% were not sure i.e. neutral and 20% totally disagree and feels that they have not received such training.

23. You feel training should be taken more seriously


Opinion no. of respondents percentage of respondentsa. Strongly agree 32 64b. Agree 18 36c. Neutral 0 00 d. Disagree 0 00e. Strongly disagree 0 00 Total 50 100

strongly agree


0

20

40

60

80

100

120

percentage of respondentsno. of respondents

Interpretation:

As seen above, all the respondents feel that the training program should be taken more seriously.

FindingsNORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI Page 50

Though substantial numbers of employees in NEEPCO Ltd. Shillong are content with the way the training that is conducted, still there is scope to analyze at micro level whether the negative respondents were either non attentive confronted confused or otherwise. Based upon the data there is a scope to take corrective action. The data collected were analyzed carefully and the following findings were drawn:

* From the study it is inferred that majority of the respondents have work more than 15 years and that they were aware of the training programs.

* As far as the infrastructure are concerned, majority of employees have stated that the facilities provided during the process of training were adequate and conductive to learning though some said there is always a chance of improving.

* Most of the employees find the quality of training program to be excellent and that attending the training program leads them to perform better at work, and gave them feeling of confidence. While some of the employees are still not so aware about it.

* Though the organization has a well prepared training calendar, there are some employees who said that they never attended the training during their years of working in the organization. It would be good to look into this matter more seriously.

* Majority of the employees feel that the main barrier in learning new skill is concern about quality training and organizational policy of training.

* Training programs are not sufficient i duration. Adequate time is necessary to make the training program a success.

* Organization is not focusing on "Off the Job" training programs.

* Many of the employees aren’t aware of the E-learning courses provided by the organization.


* Organization need to look in to its organization policy as it is hindering many employees in learning new skills.

* And lastly, Organization’s training and development policy too isn’t broad.

Suggestions


● Company policy of training should be well planned, implemented and communicated in time so that employees can carry out the given task more appropriately.

● Training needs should be assessed regularly by observing the performance of employees and also from feedback.

● Company should make sure that the trainees hired are professional educators and that their materials can serve as valuable resources in the future.

● Company should design the training program based on the current requirement, which includes development of E-learning, technical skills, management skills, etc. so that employees are better equipped to do their present job or to prepare them for higher position with increased responsibilities.

● Employee’s feedback should be regularly obtained in order to understand the effectiveness of the training program.

● Company should try took into its organizational policy towards its employees as it is hindering a lot for them in learning new skills and techniques.

● Organization should also focus more on “off the job” training program by hiring well trained trainer from outside or from the organization itself.

● Company must broaden its training and development policy towards the employees as many respondents said that it is not applicable to all.

Conclusion


This study gives us a very positive conclusion and impression regarding the training imparted by North Eastern regional electrical Power Corporation (NEEPCO) Limited, Shillong and services trainers. NEEPCO is performing its role up to the mark and the training imparted meets the objectives. We can see the effectiveness of training and its resultant in the performance of the employees. Through training programs employees acquire skills, knowledge and attitude and also enhance the same. The effective functioning of any organization requires that employees learn to perform their job at a satisfactory level of proficiency.

Organization and individuals should develop and progress simultaneously for their survival and attainment of mutual goals. Employee training is a specialized function of Human Resource Management. HRM is a process of bringing people and organization together so that the goals of each are met. It tries to secure the best from people by winning their confidence and whole hearted co-operation.

Employee’s feedback on the training program is essential to understand the effectiveness of training program. Most of the time, employees understand better kind of training program that would help them. It is important to get employees opinion before the creation of new training programs.

It has been found that in NEEPCO, training of employees, new and old plays an important role. The quality of training provided in the corporation is also very effective. Therefore, training when used in a planned and purposeful manner it can be an incredible effective management tool as they increase the knowledge and skills of employees and thereby increasing the productivity and wealth of the organization.

Annexure


QUESTIONNAIRE

Dear sir/madam,

I am a student of north-eastern regional institute of science and technology. In partial fulfillment of the requirement for the award of Master of business administration (MBA), I have undertaken a project report on the title, "Analysis on effectiveness of employees training in an organization in NEEPCO Ltd." I humbly request you to fill the following questionnaire provided below. I assure you that the information given by you will be kept strictly confidential and it will be used for academic purpose only.

Thank you very much for your kind cooperation.

Nonglong yanchangMBA/13/19

Please complete the question below that best describes your response.(Tick( ✔ ) at the appropriate box)

1. How long have you been working at NEEPCO?

0-5 years

5-10 years

10-15 years

15 years and above

2. During your years of working with NEEPCO, what type of training you had attended mostly?

On the job

Of the job

Both

Others

3. How will you rate the material and technology used in training program?


Poor

Average

Good

Excellent

4. According to you, which method is mostly suitable for training?

Step-to-step instruction

Coaching/Lectures

Conference/Discussion

Programmed instruction

5. The time duration for the training period is?

Sufficient

To be extended

To be shortened

Manageable

6. Are you aware of E-learning course offered by your organization? If yes, What do you think about the program?

Effective

Average

Ineffective

Not aware


7. After the training program, your work performance has been

Average

Effective

Very effective

Ineffective

8. What is the type of skills development you would require?

Management skills

Communication skills

IT/Technical skills

Leadership motivation

Others

9. What are the main barriers in learning new skills?

Time /Cost

Lack of information

Concern about quality training

Qualification/Experience of trainer

Organizational policy of training

Any other reason


10. Does your training give you a feeling of confidence?

Yes

no

11. Is the trainer qualified according to the training program?

Yes

No

12. Induction training is given adequate importance in your organization?

Strongly agree Agree Neutral Disagree Strongly Disagree

YesNo

13. Training program has been imparted to the right person, at the right time and for the right job.


YesNo

14. Employees are helped to acquire technical knowledge and skills through training.


YesNo


15. Training helps in increasing productivity of employees, to achieve organizational goals.


YesNo

16. There is well-designed and widely shared training policy in the organization.


YesNo

17. There is adequate emphasis on developing managerial staff through training.


YesNo

18. The equipment used in training is similar to the equipment found on the job

Strongly Agree Agree Neutral Disagree Strongly Disagree

YesNo

19. Supervisors support the use of techniques learned in training that employees bring back to their jobs.


YesNo


20. My Organization has a training and development policy applicable to all employees.


YesNo

21. Training is periodically evaluated and improved.


YesNo

22. I have received the training needed to do my job efficiently and effectively.


YesNo

23. You feel training should be taken more seriously.


YesNo



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