Sample Training Development Project

8/19/2019 Sample Training Development Project

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CONTENTS

CHAPTER-I

Introduction

Objectives of training and

development

Scope of the study

Research methodology

Period of study

Limitations of the study

Importance of training

Purpose of training

CHAPTER-II

Industry prole

The Electricity Regulatory

ommission

!enting Lanco company prole

CHAPTER-III

Introduction to "uman Resource

#anagement

Training and development $an overvie%

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Training policy of Lanco ompany

CHAPTER-IV 'ata analysis and interpretation

(indings

Observations

CHAPTER-V

)ppendi*

+uestionnaires

,ibliographies

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CHAPTER-I: INTRODUCTION

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INTRODUCTION TO TRAINING &

DEVELOPMENT

)n individual is considered as basic unit of society %ho

cannot satisfy all the desire by himself/ In order to

accomplish the goals that are too large and comple*0 and

individual %or1s in an organi2ed group/ Organi2ations are

social and technological devices that enable and

accomplishment of goals to be e*ecuted by a single person

as a unit/ These units can be vie%ed as the units thatprocess certain inputs from the events for the purpose of

creating certain specied outputs valued by society li1e

products and services/ "uman beings are of central

importance %ith the processing of transforming unit i/e/0 the

organi2ation0 and also consume their outputs/ It3s the tas1 of

"uman Resource #anagement to study and develop %ays in

%hich human beings can be e4ectively and e5ciently

integrated into various organi2ations needed by our society/Placing employees in the jobs does not ensure their

success/ 6e% employees are uncertain about their roles0

functions and responsibilities/ 7ob demands and employee

capabilities must be balanced through orientation and

training programs/ Once the employees have been trained

and have mastered their jobs/ )nd %ith ongoing trends %ith

to%ard greater %or1force diversity0 8atter organi2ations and

increased global competition0 training and developmente4orts enable employees to assume e*panded duties and

greater responsibilities/

Defnition:

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:Training and 'evelopment concerns the means by

%hich a person cultivates those s1ills application %ill improve

the e5ciency and e4ectiveness %ith %hich the anticipated

results of a particular organi2ation segment %as achieve/

Learning about the s1ills ta1es place in training situations/;hether in the classroom0 in a conference or in managing

e*perience


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)s observed by T/P/ampbell0 :Training courses are

typically designed for a short term set purpose such as the

operation of some piece of machinery/ ;hile development

involves a broader education for long term purposes/

'ale Boder put this %ay :Training is a means of

preparing ran1 and le %or1ers for promotion to supervisory

positions and for improving their competence and capacity

%hile they hold leadership assignments professions0 middle

managers0 top managers and e*ecutives need continued

opportunities for self improvement to avoid other%ise

relentless pressures to%ards personal obsolescence/ "umans

at all levels need fre?uent refresher training/

NEED OF THE STUDY

Training has become an integral component of individual

professional evolution by

Cpdating 1no%ledge to avoid obsolescence

Enhancing professional creativity

Enabling employees to shoulder higher

responsibility

To learn ne% technologies and innovations

Improving s1ills and capabilities of the individuals

To create a business bias and strategic thin1ing to

ta1e up ne% business challenges

OBECTIVES OF THE STUDY

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The main objectives underlying the study are

To understand the concept of training and

development

To compare the actual training and developmentproactive %ith the theoretical one

To analy2e the training and development in !E6TI6!

L)6O company

To 1no% the merits and demerits of the system0 so that

suitable suggestions could be delivered %hich %ould

help the organi2ation to ma1e the process more

e4ective a useful

To analy2e the importance of training and development

in day to day activates

To nd out the e*tent to %hich the training programmes

are helpful in enhancing the employee s1ills thus

helping in their career development

To avail the opportunity of e*pediting the real %or1

atmosphere in the organi2ation study its functional

departments0 nature of jobs associated %ith each

functional department

SCOPE OF THE STUDY

The study is about the employees opinion on the

training and development

administration in the company it includesvarious aspects of training and

development/

The study is made in the organi2ation of

!E6TI6! L)6O P@T LT'

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The scope of study is done in L)6O PO;ER

PL)6T

Its head ?uarters are located at the place in

"yderabad/

RESEARCH METHODOLOGY OF PROJECT

T!e o" #e$e%#'

'escriptive and analytical research

T'e (et'o)o*o+ %)o!te) i$ %$ "o**o,$

) detailed study of various boo1s on training and

development %as underta1en to design the

?uestionnaire for evaluating the methods of

training and employee response/

The study on training and development %as intimated

%ith the help of one type of ?uestionnaire schedule/

The ?uestionnaire schedule consists of -A ?uestions/

This ?uestionnaire is prepared on the basis of entirereport as it provides the complete overvie% of the

process using the random sampling techni?ues/

The sample si2e ta1en &GG and the sample respondents

constitute oral technical sta4 and managerial sta4

%ho had undergone job related training in Lanco pvt ltd/

Open$ended ?uestions and ?uestions %ith rating scale

are used to frame the ?uestions of the ?uestionnaire/

SOURCE OF THE DATA

The %hole analysis is based on both primary and secondary

date/ The secondary data has been collected from the

records and annual reports of the organi2ation/ Relevant

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information has been collected from periodicals and %ebsite/

The information relating to the project and prole of the

Organi2ation has been collected through personal interaction

%ith the o5cials of the organi2ation/

P#i(%# )%t%

The main source of primary data comprises of

Structured ?uestionnaire

(ormal and informal intervie%s

(eedbac1 obtained from the employees

Personal interaction %ith the o5cials

Seon)%# )%t%

The main source of Secondary data generated %ithin the

organi2ation especially from records maga2ines published by

the organi2ation

Information on %ebsite

#anuals of the organi2ation

,oo1s published by di4erent agencies reports published

Other relevant boo1s maga2ines periodicals and

journals etc/0

PERIOD OF THE STUDY

The time for the study of project is t%o months DGdaysJ

LIMITATIONS OF THE STUDY

Training > 'evelopment is %ide concept0 though it has many

benets0 the limitations of the study is as follo%s/

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The time period of DG days is not enough to study the

concept of training and development in Lanco Po%er

Pvt /Ltd/

Though the organi2ations are based on consideredsome of the management sta4/

#ost of the data is ta1en by the sta4 %ho already

trained0 no data is ta1en form the sta4 %ho have not

ta1en the training/

The sample si2e is also not su5cient to 1no% the

overall concept of training and development in Lanco

po%er pvt ltd/

IMPORTANCE OF TRAINING

In every organi2ation the Technical > #anagement people

give so much importance to Training > 'evelopment as it

improves the performance0 1no%ledge and s1ills of

employees/

#a1es learning of the fundamental values of the

organi2ation easier/

"elps in ma*imum utili2ation of the available resources

%ith minimum cost/

,ridges the gap bet%een e*ternal %orlds/

It is the development tool for every individuals as %ell

as organi2ation/

It is used to lin1 organi2ational0 operational andindividual needs/

Training is a learning e*perience0 in that it see1s a relatively

permanent change in an individual that %ill improve his

ability to perform on the job/

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There are t%o factors0 %hich help to e*plain he importance

of the Training and 'evelopment area/

The rapid rate of technological change that has created

may ne% jobs and had rendered many old ones obsolete/6e% jobs often create a need for ac?uisition of ne%

1no%ledge and s1ills/ Training can meet the changing job

re?uirements of an organi2ation/

The attitude of employees %ho e*pect something more

than a %ell playing secure job/

Today employees e*pect a challenging job %ith

opportunities for up%ard mobility and gro%th/ (or many jobs0

training activities are essential to 1eep abreast of current

development and to raise the performance capabilities of

employees beyond nearly acceptable levels/ (urther0 the

Training > 'evelopment programmes can play a major role

in organi2ation development by changing employee

attitudes and behavior/

It is important that the training programmes should

enable employees to gain an organi2ations perspective andma1e them function as one team/ Training leads an

important role in identifying and solving problems %hich

occurs in the organi2ation/

Training is concerned %ith the ac?uisition or

development of 1no%ledge0 s1ills0 techni?ues0 attitudes

and e*perience %hich enable an employee to ma1e his

most e4ective contribution to the goal of the

organi2ation/ Its objective is to prepare him for a

greater responsibility/

Training is a %idely accepted problem solving device0

it3s also increases the moral in the employees and

reduces the grievances/

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Training and 'evelopment programmes enable personal

gro%th of the individual employees resulting from :their

e*posure to educational e*periences


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UPDATE EMPLOYEES SILLS

It is important to the management to consider the

technological advances that helps the organi2ations to

function more e4ectively/ Technological changes may bringabout job changes/ Training enables updating of employees

s1ills to integrate the technological changes successfully into

the organi2ation/

AVOID MANAGERIAL OBSOLESCENE

#anagerial obsolescence is the failure to adopt ne%

methods and process that ma1e employees more e4ective/

(ast changing technical0 legal and social environments havean impact on the %ay managers perform their jobs0 and

those employees %ho do no adapt to these change become

obsolete and ine4ective/

PREPARE FOR PROMOTION AND MANAGERIAL

SUCESSION

One %ay to motivate and retain employees in0 through

a systematic program of career development/ Training helpsemployees to ac?uire the s1ills re?uired for a promotion and

it ma1es easy the transition from the employee3s present job

to the one %ith greater responsibilities/ Organi2ations

should0 therefore0 provide such training that helps to retain

promising employees/

SATISFY PERSONAL GRO.TH NEEDS

Training helps those employees %ho are achievementoriented and face many challenges on the job/ Training helps

to improve organi2ational e4ectiveness as %ell as personal

gro%th of employees/

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CHAPTER-II: INDUSTRY

PROFILE

&

COMPANY

PROFILE

PO.ER INDUSTRY

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ELETRIITB is one of the vital re?uirements in the over

all development of the economy and is therefore0

appropriately called the /.'ee* o" De0e*o!(ent1/ In fact0

the po%er sector has played a dominant role in the socio$

economic development of the county/ )s a convenient

versatile and relatively cheap form of energy it plays a

crucial role in agriculture0 transport0 industry and domestic

sector/ "ence po%er has all along remained in the priority

list of Indian planners and plan outlays have re8ected this

aspect/ The outlays for po%er sector have been around &Kof the total outlays for the public sector in various plan

periods/

There has been a spectacular increase in the installed

generating capacity of electricity in the country/ Starting %ith

a capacity of about &.DG#; at the time of independence0

'espite tremendous increase in the availability of po%er

since independence there is acute po%er shortage gap

bet%een demand and supply/ The per capita consumption of

po%er in the country is very lo% as compared to the position

in the developed countries/ Po%er is a 1ey input for

economic gro%th has as direct relationship %ith the national

productivity as also the overall economy of the country/

There has been diversication of the sources of

generation in terms of hydel0 thermal and nuclear sources/

The share of hydel in the total generating capacity had

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drastically come do%n and that of thermal had sho%n

noticeable increase/ )nother signicant change is the

increasing share of entral sectors in recent years/

The share of the thermal element in the installed

generating capacity0 %hich is also predominantly coal$based0

sho%s a steady increase/ Thus0 the relatively cheaper and a

more desirable change in terms of a higher share of hydel

source0 %hich is rene%able0 have not materiali2ed/

PO.ER SCENARIO The po%er sector is at cross roads today/ There is a

chronic po%er shortage in the country mainly attributable to

demand of po%er continuously outstripping the supply/

HYDEL PO.ER

In the present global energy conte*t0 there are certain

aspects0 %hich have ac?uired a ne% signicance/ The

development of hydropo%er has to be given a major thrust

in the current decade/ ;e still have large untapped hydro

po%er potential0 but its development has slo%ed do%n on

account of lac1 of nancial resources0 interstate rivalry0

ine5ciency of certain state electricity boards0 variations in

the course of the monsoons etc/ a concerted e4ort is

imperative to overcome the hurdles and enlarge the share of

the hydro po%er generation in the country/ This %ill help not

only in tapping a rene%able resource of energy0 but %ill

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provide essentially needed pea1ing support to thermal

po%er generation %ith the pattern of demand for electricity/

Since the planners3 initial enthusiasm about the large hydel

projects has %aned some%hat0 India %ill do %ell to ta1e

recourse to the hinese pattern of micro and mini hydel

projects %herever the terrain is suitable/

The 6ational "ydroelectric Po%er orporation has been

assigned a dominant role in accelerating the development of

the large hydel potential in India0 particularly in the

"imalayan region/

) top level o5cial committee has recommended a Rs/

.GG rore renovation and moderni2ation R >#J

programmed that %ill see1 to cover K. hydel po%er plants in

India and result in additional capacity of A-F/H& #;/

The gro%th of the po%er sector %as mar1ed byade?uate share of hydro capacity up to the end of Third ve$

year Plan &KD&$DDJ/ "o%ever0 thereafter there has been a

continued decline and the proportion of hydropo%er has

dropped from 9A/HD in &KDD to about -H by #arch &KK-/

#any of the problems in the po%er supply and po%er system

in the country can be attributed inter alia to the declining

hydro share in the po%er system and conse?uent gro%th of

thermal development in the sub$optimal manner/

!overnment of India has recently constituted a group to

identify ne% hydel projects on %hich advance action can be

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ta1en/ In order to give a boost to the development of hydro

po%er more and more hydro electric projects are being

planned or being implemented in the central sector/ In order

to achieve this four orporations have already been set up

under entral or in joint sectors/

They are

&/ 6ational "ydroelectric Po%er orporation 6"PJ/

-/ 6ortheastern Electric Po%er orporation 6EEPOJ/

./ Tapha 7hohri Po%er orporation 67PJ/

THERMAL PO.ER:

Thermal units have emerged as the largest source of

po%er in India/ ,ut unfortunately0 the progress of po%er

generation in this sector has not been mar1ed by any ne%

brea1through/ )t present stress continues to be laid on

thermal po%er station because of shorter construction time/Csing better project management techni?ues is shortening

the construction period for these plants/ It has been possible

to improve overall e5ciency of thermal plant by using gas

turbines in conjunction %ith conventional steam turbines/

The union government has0 in order to step up central

generation in the country0 established super thermal po%erStation in di4erent regions/ The 6ational Thermal po%er

orporation 6TPJ %as established in &KFA %ith the object

of planning0 promoting and organi2ing integrated

development of thermal po%er in the country/

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THE STATE ELECTRICITY BOARDS:

The State electricity boards SE,sJ are autonomous

bodies created under the Electricity supplyJ act0 &K9H and

have the statutory responsibility of generating and supplying

po%er in the most economical manner to the consumers/

The underlying idea behind the central enactment %as to

confer autonomy on the SE,s so as to enable them to

function strictly on ommercial principles/

PRI@)TE SETOR P)RTIIP)TIO6 I6 PO;ER !E6ER)TIO6

The central !overnment has formulated a scheme to

encourage greater participation by private enterprises in

electricity generation0 supply and distribution/ Private

enterprises can set up units either as licensees0 distributing

po%er in a licensed area from o%n generation or purchased

po%er or as generating companies0 generating po%er for

supply to the grid/ The brea1 up of the capital investment is

&/ -G e?uity out of %hich at least && to be raised as

promoter3s contribution

-/ HG of the capital investment to be raised through loans

and only AG of this amount could be raised from public

(ls/

./ 'ebt e?uity ratio has been raised up to 9&

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9/ Increase in the prescribed rate of return for the license

has been approved from the e*isting &- to &A/

A/ apitali2ation of interest during construction has been

permitted at the actual cost instead of the present &

above the Reserve ,an1 rateJ for the initial project as %ell

as for the subse?uent e*pansions/

T"E (CTCRE:

!overnment3s decision to invite the private sector to

participate in the po%er generation sector is most opportune

and constructive approach Par e*cellence/ The positive and encouraging initiatives from the

government are bound to nd favourable responses from the

private sector/ The solution to our perennial po%er crunch

seems to lie in private participation/

THE ELECTRICITY REGULATORY COMMISSION

INDIA

O@ER@IE;

Power Sector Highlights

&/ The installed generation capacity of the utilities in the

country as on #arch -GG- is &G9K&F/AG #;0 of %hich the

-&

0

2000

4000

6000

8000

1000012000

14000

16000

I n d i a

P a k i s t a n

C h i n a

M e x i c o

B r a z i l

S o u t h

A f r i c

I t a l

! "

# e r $ e n

% r a n c e

& a ' a n

A u s t r a l i

! S A

S ( e d e n

C a n a d a

Countries

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State o%ns AK/..0 .G/&- by center and &G/AA is

o%ned by the Private Sector/

-/ The share of hydro capacity is about -A/G. &KKF$-GG-J/

./ )gainst the target of 9G-9A #; capacity additions0 the

actual addition is about &KG&A #; i/e/0 9F/- &KKF$

-GG-J/

9/ apacity addition in the entral Sector is 9AG9/G #; i/e/

.F/H as against the target of &&KGK #; &KKF$-GG-J/

A/ apacity addition in the State Sector is K9AG/& #; i/e/

HF/K as against the target of &GF9H #; &KKF$-GG-J/

In the onstitution of India MElectricityM is a subject that

falls %ithin the concurrent jurisdiction of the enter and the

States/ The E*et#iit 2S3!!*4 At5 67890 provides an

elaborate institutional frame%or1 and nancing norms of the

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performance of the electricity industry in the country/ The

)ct envisaged creation of St%te E*et#iit Bo%#)$ 2SEB$4

for planning and implementing the po%er development

programmes in their respective States/ In the rest of the

smaller States and CTs the po%er systems are managed and

operated by the respective electricity departments/ In a fe%

States private licenses are also operating in certain urban

areas/

The )ct also provided for creation of central generation

companies for setting up and operating generating facilities

in the entral Sector/ The entral Electricity )uthority

constituted under the )ct is responsible for po%er planning

at the national level/ In addition the Electricity SupplyJ )ct

also allo%ed from the beginning the private licensees to

distribute andNor generate electricity in the specied areas

designated by the concerned State !overnmentNSE,/

(rom0 the (ifth Plan on%ards i/e/ &KF9$FK0 the

!overnment of India got itself involved in a big %ay in the

generation and bul1 transmission of po%er to supplement

the e4orts at the State level and too1 upon itself the

responsibility of setting up large po%er projects to develop

the coal and hydroelectric resources in the country as asupplementary e4ort in meeting the countrys po%er

re?uirements/ T'e N%tion%* t'e#(%* Po,e# Co#!o#%tion

2NTPC4 and N%tion%* H)#oe*et#i Po,e# Co#!o#%tion

2NHPC4 %ere set up for these purposes in &KFA/ No#t'-

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E%$te#n E*et#i Po,e# Co#!o#%tion 2NEEPCO4 %as set

up in &KFD to implement the regional po%er projects in the

6ortheast/ Subse?uently t%o more po%er generation

corporations %ere set up in &KHH vi2/ Te'#i H)#o

De0e*o!(ent Co#!o#%tion 2THDC4 and N%!'t'% J'%#i

Po,e# Co#!o#%tion 2NJPC4/ To construct0 operate and

maintain the inter$State and interregional transmission

systems the N%tion%* Po,e# T#%n$(i$$ion Co#!o#%tion

2NPTC4 %as set up in &KHK/ The corporation %as renamed as

PO;ER !RI' in &KK-/

THE CONCERNS AND PROGRESS:

Cone#n$ P#o+#e$$

6; T'e !o,e# )efit in

In)i% "o# nee 0e# 'e%05

*ooin+ to t'e ei*it;

8; Un(ete#e) S3!!*-on*

= (ete#e) $3!!*;

6; Gene#%tin+ %!%it

'%$ +#o,n (%ni"o*)

"#o( 66? M. in 67=

to (o#e t'%n 6=85===

M. in ?==6-=?

?; Gene#%tion in t'e

o3nt# '%$ %*$o

in#e%$e) "#o( >i**ion

3nit$ in 67= to %>o3t

6 >i**ion 3nit$ in

?==6-=?

@; T'e +#o,t' in t'e

t#%n$(i$$ion *ine$ '%$

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; No o(!#e'en$i0e

ene#+ %3)it%o3ntin+

; T'e"t %n) !i*"e#%+e

; C#o$$ $3>$i) in "%0o# o"

%+#i3*t3#e %n)

)o(e$ti $eto# t'e#e >

%)0e#$e* %etin+

in)3$t#i%*

o(!etiti0ene$$

>een "#o( ?=9 ( in

67= to (o#e t'%n

?==5=== ( in ?==6-=?

8; A>o3t 9= o" 0i**%+e$

'%0e >een e*et#ife)

%n) (o#e t'%n @

!3(! $et$ '%0e %*$o

>een ene#+ie);

ENERGY SOURCES

S'%#e o" F3e* t!e in in$t%**e) %!%it %$ on J3ne

?==?

oal dominates the energy mi* in India0 contributing

FG of the total primary energy production/ The past fe%

years have been mar1ed by an increasing share of naturalgas in primary energy production0 from &G in &KK9 to &.

in &KKKN-GGG/ There has been a decline in the share of oil in

primary energy production0 from -G to &F in the same

period/

Energy supply indicators:

Re$e#0e$!#o)3

tion

Co%*2(i**ion

tone$4

Oi*2(i**ion

tone$4

G%$2>i**ion 3>i

(ete#$4

Po,e#

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Reserves N

installed capacity

-&.0KGA

/AD9A D9F &G&0D.G #;

ProductionNgenera

tion .GK .-/F-b

-H/9Ac

9KK/9A billion

units

TARIFF STRUCTURE

'i4erent categories of consumers of electricity are

charged di4erent rates/ The tari4s for domestic and

agricultural consumers are less than the average unit cost of

supplying electricity/ The tari4 rates for the commercial0industrial and rail%ays categories are more than the average

per unit cost/ Thus the consumers of the rst set of

categories are cross subsidi2ed by the consumers of the

second/

The industrial consumers have to pay as much as Rs

9/-A to 9/HG per unit in some States/ This is higher than thecaptive po%er generation cost of Rs ./.G per unit/ This

results in the industry putting up their captive plants/ The

industry tari4 structure is therefore in jeopardy0 adding to

further sic1ness of SE,s/ The solution lies in ma1ing

agriculture pay at least part of the cost0 %hich is politically

unpalatable/ "o%ever0 %ith the %orsening of state nances0

it is li1ely that some states might announce tari4 hi1es/

)s per the Planning ommission0 the total subsidies in

the po%er sector amount to about Rs --bn %hich includes

commercial losses of

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SE,s0 often sho%n as subsidiesJ/ India needs a &A N -G year

perspective plan %ith a total focus on controlling the average

cost of po%er/ "ydro and nuclear po%er therefore need

greater attention/

Po%er tari4s in India are characteri2ed by 2ero to

nominal agricultural tari4s0 lo% domestic tari4s0 reasonable

to high industrial tari4s0 high commercial tari4s and very

high rail%ay tari4s/ There is a heavy element of cross

subsidy in the tari4 structure/

Consumer Category-wise Average Tariff (Rs /kHz)

C%te+o#

677-

7

677-

79

6779-

77

6777-

?===

2P#o0i$io

n%*4

?===-=6

2Re0i$e

)

E$ti(%t

e$4

?==6-=?

2AP4

'omestic &GA/F &.D/- &.K/& &DG/F &H./& &KA/D

ommerci

al-.K/& -K./D ..G/- .DK/K 9G9/- 9-D/.

)gricultur

e-&/- -G/- -& --/D .A/9 9&/D

Industrial -FA/A .&-/F .--/H .9- .DD/A .FH/F

Traction .9D/H .H-/- 9&G/. 9&A/. 9.A/K 99K/-

Outside

State&A&/9 &.H/& &D./H &KG/& &HF/K &K9/9

O0e#%** 6;@ 69=;@ 69;9 ?= ??;@ ?@7;7

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6ot only commercial tari4s are high0 they have also

borne the brunt of tari4 hi1es in the past/ ;hile agricultural

tari4s %ere the lo%est and there has not been any attempt

to rectify it0 going by the )!R in the past A years/ Tari4

*ation has al%ays been a politically sensitive issue/

onsecutive state governments have failed to hi1e

agricultural tari4s0 as they constitute the voting public/

"igh industrial tari4s have led to increased dependence

on captive sources of po%er0 %hich are cheaper around Rs

-/AG per unitJ and more reliable/ Industries such as cement0

te*tiles and sugar have shifted to captive sources in a big

%ay/

The Electricity Regulatory ommission )ct &KKK

mandates the formation of State Electricity Regulatory

ommissions by each state/ The SER %ill have the ultimate

po%er in deciding tari4s %ithin a state/ This is an attempt to

eliminate political %hims in tari4 *ation/ #ost of the states

have already constituted the SER/ Recent tari4 hi1es

recommended by OER0 T6ER0 #ER and )PER have got a

lot of attention/

Average tarif (i!"strial cos"#$tio%

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REFORMS

Re&or#s ' he o)*ectives

&/ To bring in commercial viability in po%er supply

industry/

-/ To ensure po%er supply on demand to all consumers/

./ To supply po%er at reasonable and a4ordable prices/

9/ To provide choice to consumers/

A/ To ma1e the po%er sector credit%orthy0 capable of

funding future investment needs/

D/ omplete rural electrication/

The Indian onstitution has included electricity in the

concurrent list0 %hich means that both the center and the

states share the responsibility for this sector/ A#ti*e ?8 o"

t'e on$tit3tion 0e$t$ t'e P%#*i%(ent %$ ,e** %$ t'e

$t%te *e+i$*%t3#e$ ,it' t'e !o,e# to "#%(e t'e *%,$;

The very rst attempts at introducing legislation in this

sector %ere made as early as &HHF/ ,ut these attempts %ere

restricted to ensuring safety for personnel and property/

Ste!$ Initi%te) to Li>e#%*ie t'e Po,e# Seto#

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&/ )utomatic approval for foreign e?uity no upper limit

-/ Rela*ation of 9G cap for debt e*posure to (Is

./ Restructuring of State Electricity ,oards

9/ (inancial Institutions to support utilities in reforming

states/

A/ Po%er to approve schemes decentrali2ed

The policy of liberali2ation that the !overnment of

India announced in &KK& and conse?uent amendments in

Electricity SupplyJ )ct have opened ne% vistas to involve

private e4orts and investments in electricity industry/onsiderable emphasis has been placed on attracting private

investment and the !overnment has announced the major

policy changes in this regard/

Re&or#s i so#e o& the Lea!ig I!ia States

O#i$$

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n%UP AP

%#n%t%

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'ate of

Instituting

Reforms

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&KKD

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&KKH

Sept/&K

KH

Oct/

&KK

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ommissi

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Bes Bes Bes Bes Bes Bes Bes

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Bes Bes Bes Bes Bes Bes Bes

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d

Separate

'istributi

on

Bes Bes 6o Bes Bes Bes Bes

'istributi

on

Privati2ed

Bes 6o 6o 6o 6o 6o 6o

PROFILE OF GENTING LANCO PO.ER 2INDIA4

PRIVATE LIMITED

2OPERATIONS & MAINTENANCE COMPANY FOR

LANCO ONDAPALLI PO.ER PRIVATE LIMITED4

!enting Lanco Po%er IndiaJ Private Limited is a subsidiary

of !enting group of companies based at =uala Lumpur0

#alaysia/ !enting group has its presence in diversied elds

li1e Po%er0 Plantations0 Paper > Pac1aging0 Entertainment0

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Resorts > "otels0 Property development0 ruise liners0 e

ommerce0 Oil and !as/

!enting group is #alaysia3s leading multinational

corporation and one of )sia3s best$managed companies %ith

over .D0GGG employees globally/ The group is reno%ned for

its strong management leadership0 nancial prudence and

sound investment discipline/

The combined mar1et capitali2ation of the group is

about CSK billion/

The operating revenue for the group for the year -GG9

is CS&/-A billion/

!enting Lanco Po%er IndiaJ Private Limited has

entered in to a &A years Operations and #aintenance

)greement %ith Lanco =ondapalli Po%er Private Limited0 %ho

are the o%ners of the .DH #; gas red combined cyclepo%er plant at =ondapalli/ Gentin+ L%no Po,e# 2In)i%4

P#i0%te Li(ite) '%$ it$ #e+i$te#e) oe %t L%no

on)%!%**i Po,e# P*%nt5 on)%!%**i IDA5 %n) #i$'n%

Di$t#it;

LANCO GROUP PROFILE

L)6O !roup0 head?uartered in "yderabad0 India is

one of the leading business houses in South India/ It has an

asset base of CS 9AG million and a turnover of more than

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CS .GG million/ ;ith operational e*perience in po%er

plants based on !as0 ,iomass and ;ind and an operating

capacity of AGK #;0 L)6O is heading for a capacity of -AGG

#; and an asset base of CS -/A billion by the year -G&G/

Lanco a %ell$diversied group %ith activities li1e po%er

generation0 engineering and construction0 manufacturing0

Information technology ITJ0 and property development/

Lanco group is striving to Empo%er0 Enable and Enrich

partner0 business associates and to be the chosen vehicle for

gro%th for sta1eholders and source of inspiration to thesociety/ The group is recogni2ed as a leading player in the

Indian economic scenario %ith operation in CS) and C=/

L)6O also has presence in ivil onstruction0 Property

'evelopment0 #anufacturing of Pig Iron > 'uctile Iron Spun

Pipes and Information Technology/ L)6O3s overall gro%th is

attributed to its technical0 ommercial and managerial s1ills0

%hich is appreciated by its International partners Q

ommon%ealth 'evelopment orporation )TISN!lobulesJ

of the Cnited =ingdom0 !enting !roup of #alaysia and

'oosan of =orea/

HISTORY AND EVOLUTION:

The Lanco group of companies %as established

nurtured and developed by a team of dedicated young

technocrats/ The burning desire to achieve versatility in

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engineering spa%ned the magnicent decade Q old gro%th of

the present day multifaceted conglomerate that touches the

nerve center of the country/

L/ Rajagopal0 a technocrat$turned industrialist0 is the

(ounder hairman of L)6O !roup/ Established in &KHK0 the

!roup3s activities range from Po%er !eneration0 Engineering

and onstruction0 #anufacturing to Information Technology/

Cnder his dynamic leadership0 the !roup3s capital outlay has

touched a %hopping CS 9AG million and is recogni2ed as

one of the leading players in the infrastructure sector in

India/

MEMBER OF PARLIAMENT

)fter one$and$a$half decades of outstanding

contribution to the industry0 Rajagopal chose to enter public

life in -GG./ "e contested the recent elections to the Lo%er

"ouse of Parliament for @ijaya%ada constituency and %on a

landslide victory/ )s a #ember of Parliament0 his avo%ed

mission is to ma1e a di4erence in public life/

OBJECTIVES

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&/ To provide basic amenities for the rural poor/

-/ To save arts of historical relevance %hich are on the

verge of e*tinction/

./ To develop integrated programmes for the di4erently

abled/

9/ To encourage fresh talent in the area of sports/

A/ To ta1e up other humanitarian activities/

LANCO INDUSTRIES LIMITED5 AN ISO 7==? CERTIFIED

COMPANY:

Lanco industries Ltd/ is established in the year &KK.

had setup a state$of$the$art integrated Pig Iron and

ement Plants0 %hich had in fact set the countries modern

day technological innovations/ The comple* has a captive

po%er plant generating -/A #; of electricity from %aste

that meets the substantial part of the po%er re?uirement/

LANCO CONSTRUCTION LTD:

This %as established in the year &KK. and has e*ecuted

most demanding and di5cult projects in the eld of civil and

construction engineering/ Lanco constructions ltd/ today

stand tall and proud as one the leading civil engineering

companies by building competencies0 developing modern

construction management methods and by adopting the

highest standards of guilty/ At L%no )i0e#$e )i(en$ion

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o" +#o,t' i$ %'ie0e) t'#o3+' on0e#+in+ #%$ o"

0i$ion #e%tin+ )i(en$ion$+

=)L)")STI )STI6!S limited an e*ample of the

for%ard integration of the company established in &KKF

located strategically beside the Pig Iron Plant avoiding re$

melting and transportation it employs delved process that

ensures the highest ?uality and durability/

LANCO PROJECT LTD:

(ocuses on the immense opportunities in the area of

Real Estates0 onstruction and Property 'evelopment0

International shopping malls0 (ood counters etc are a fe%

projects on the anvil/

L)6O3s venture into po%er is a natural e*tension of its

core mission/ Lanco =ondapalli Po%er Pvt/ Ltd/ is a short

gestation Poly fuel based combined cycle po%er plant/ The

.DH/&99 m% ISOJ po%er plant has a build$ operate $o%n

agreement %ith the state government/ It is Lanco3s timely

ans%er to the nations increasing po%er needs/ Lanco

=ondapalli Po%er Ltd/ is a joint venture involving Lanco

group0 !enting !roup of #alaysia0 "anjung the =orean

heavy industries and construction companyJ and the

ommon ;ealth 'evelopment corporation Ltd/ The project

re8ects Lanco3s ability to partner %ith the global players and

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achieve inter organi2ation synergies that give its vision great

scope and reach/

LANCO ONDAPALLI PO.ER PRIVATE LTD:

Vi$ion:

&/ To empo%er0 enable and enrich partners0 business and

associates/

-/ To be the chosen vehicle of gro%th for the Sta1eholders

and a source of inspiration for the society/

Mi$$ion:

&/ Strive for e*cellence

-/ ,est environment to employees0 business and society/

./ Learn from yesterday3s e*periences0 provide today3s

solutions and pave a dynamic path for tomorro%/

P'i*o$o!':

&/ )ssemble best people0 delegate authority and don3tinterfere :people ma1e the di4erence

-/ ,usiness heads are entrepreneurs

./ #ista1es are facts of life/ Its is response to the error

that counts/

S3e$$:

&/ reate your luc1 by hard %or1

-/ Trust delegation gro%th/

.o# 3*t3#e:

&/ ommitment0 creativity0 e5ciency0 team spirit/

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PROMOTERS AND EKUITY PARTNERS

The po%er project is promoted by Lanco group of India

and is co$promoted by

&/ !enting !roup of #alaysia

-/ 'J ommon %ealth development corporation C=

./ 'oosanJ 'oosan heavy industries and construction

co/ltd in =orea/

LOCATION:

The plant is located at =ondapalli industrial

development area in =rishna 'ist/J of )ndhra Pradesh/ The

plant is connected by road national high %ay no/ KJ0 broad

gauge rail%ay line and is appro*imately -A 1m from

@ijaya%ada /The registered o5ce is at Lanco house0 &9&0

avenue H0 "yderabad0 )ndhra Pradesh AGGG.90 India/

6earest rail%ay station $ =ondapalli rail%ay station

Nearest airport - Gannavaram

)ccess road $ 6ational high%ay 6o QK

Source of %ater $ =rishna river K$1m from the

site

limatic condition $ Tropical hot0 "umid/

LANCO PO.ER PLANT OPERATION AND

MAINTENANCE:

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The project comprise of a combined cycle po%er plant

consisting of t%o -J gas turbine generating units0 t%o heat

recovery steam generator and one steam turbine generation

unit along %ith all electrical system0 ontrols and

instrumentation0 ivil0 Structural and architectural %or1s/

Lanco =ondapalli Po%er Private Limited L=PPLJ is an

Independent Po%er Project IPPJ located at =ondapalli

Industrial 'evelopmental )rea near @ijaya%ada in India0 set

up at a cost of around Rs/&&0GGG million CS -FA millionJ 0

the Plant is a .DH/&99 #; ombined ycle Po%er Project

operating on 6atural !as as Primary fuel/

The plant operates on natural gas as the main fuel and

6aphthaU "S' as the alternative fuels 6atural gas fuel is

being received at site from Tatipa1a near Rajahmundry

through a pipeline laid do%n by !)IL

F3e* Reei0e)

6aphtha fuel $ Through dedicated pipeline from

"PL =ondapalli depot/

"S' $ Road tan1ers

The Operations > #aintenance of the plant is done by

!LPIPL !enting Lanco Po%er IndiaJ Private LimitedJ %hich is

a joint venture of Lanco group "yderabad and !enting !roup

of #alaysia/

);)R'S )6' ERTI(I)TES

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&/ ISO &9GG& Environment management system

certication -GG&

-/ ISO &KGG- certication for ?uality management

./ O"S)S &9GG& &KKK for "ealth and Safety

9/ II certication for safety management/

ENVIRONMENT POLICY:

;e are committed to achieve satisfaction of interested

parties and protect environment by

&/ !eneration of po%er by implementation of prudent Eco

friendly methods/

-/ onservation of natural resources li1e natural gas and

%ater/

./ omplying all the relevant statutory and regulatory

re?uirements/

9/ ontinual improvement in the environmental performance

of minimi2ing the emission and discharges/

A/ Enhancing environmental a%areness among employee3s

contractors and surrounding society/

KUALITY POLICY:

;e are committed to continually improve the ?uality of

our performance through the application of our +uality

policy/

&/ ;e provide a safe %or1 place for the direct and indirect

employees through minimi2ing O"S ris1/

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-/ )ll aspect of operations and maintenance of the po%er

plant %ill comply %ith all environmental re?uirements0

national0 State local loss and directives/

./ The operation and maintenance activities %ill provide

the best possible level of commercial performance for

the benet of all sta1eholders/

9/ ;e %ill treat all Safe and families fairly and %ith respect

%hile encouraging personal gro%th/

LPPL1S COMMITMENT TO CLEAN AND SAFE

ENVIRONMENT:

(Green belt Management)

Lanco ommitment to re vegetation is

&/ Encourage native fauna to develop/

-/ ontribute to a reduction in green house gases

./ Reduce noise level

9/ #inimi2e the e4ect of soil erosion/

A/ "elp to restore the site to a sustainable system/

D/ Improve as the aspects of the po%er plant/

On going trees planting and maintaining theme are the

important aspects of environmental management program

at L)6O/

NOISE MANAGEMENT:

E4orts to minimi2e noise emission from e?uipment and

activities/

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&/ )coustic linings around gas and steam turbines and

boilers/

-/ Silencers have been provided/

./ 6oise minimi2ation policy for e?uipment/

EFFLUENT DISCHARGED FROM PO.ER PLANT:

;ell$developed chemical laboratory to cater the

need for monitoring eVuent ?uality as per )PP' 6orms/

&/ !aseous emission mgt/ Q as issues of green house

gases has become prominent in the public/

-/ ;ater mgt/ $ )c1no%ledges importance of

maintaining %ater ?uality/

./ ommunity participation/

9/ Environmental a%areness training/

COMPANY HIGH LIGHTS:

&/ .DH/&99 #; combined cycle po%er plant under build Qoperate Q o%n arrangement %ith the state government/

-/ The single largest investment in )ndhra Pradesh0 by any

)ndhra Pradesh based group/

./ Po%er purchase agreement rmed %ith )P TR)6SO for

&A years/

9/ Eco Q friendly0 adhering to highest standards of safety and

conversion of natural resources/

A/ The rst project cleared by entral Electricity )uthority

E)J under the international competitive ,idding I,J

route for po%er projects in India/

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D/ The rst of the I, po%er projects in India to achieve

nancial closure and complete construction in shortest

possible time/

F/ One of the lo%est evacuations costs to )P TR)6SO/

H/ The rst private sector po%er project to receive

disbursement of nance from Po%er (inance orporation

limited0 India/

K/ The shortest construction time in the private sector

&G/ Location advantages include

aJ Pro*imity to 6ational and state "igh%aybJ 7ust &/A 1m from fuel storage facility of "industan

Petroleum orporation limited/

cJ lose to the river =rishna and up stream of the

Pra1asam ,arrage ensuring perennial %ater

supply/

dJ )djacent to --G 1;h Substation of )P TR)6SO/

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CHAPTER-III:-

INTRODUCTION TO HUMAN

RESOURCE MANAGEMENT

&RAININ, AND DE-ELOPMEN OF

,ENIN, LANCO COMPANY

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INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT"uman Resource #anagement is the process of

managing people of an Organi2ation %ith human approach0

as the most important resource of an organi2ation %ith astress on the human performance on the contraryU individual

human beings are enabled to enjoy the human dignity of

being associated %ith their organi2ations/ "R# approach

provides superior ?uality of %or1 life %hich gives as a sense

of belonging and a higher job satisfaction to organi2ations

o%n people/

"R# is dened as managing the functions of

employing0 developing and compensating human resourcesresulting in the creating and developments of human

relations %ith a vie% to contribute to the organi2ational

goals0 individual goals and social goals/

"R# is involved in providing human dignity to the

employees ta1ing into account their capability0 potentiality0

talents0 motivation0 achievement0 s1ills and creative abilities

etc/ "R# is involved in every business0 managerial activity

or function/ It reduces the problems of %or1ers in theorgani2ations/

The "uman Resource #anagement has some important

functions/

Planning

Organi2ing

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Sta5ng

'irecting

oordinating

ontrolling

One of the "R# function is sta5ng/ This function isrelated %ith Training > 'evelopment i/e/0 the Training >

'evelopment is one of the functions of the "uman Resource

#anagement/

TRAINING AND DEVELOPMENT AN OVERVIE.Every organi2ation needs to have %ell rained and

e*perience people to perform the activities that have to be

dome/ If the current or potential job occupant can meet all

these re?uirements0 training is not important/ ,ut %hen this

is not the case0 it is necessary to update the s1ill and

improve versatility and 1no%ledge of the employees/

Inade?uate job performance or a decline in productivity or

changes resulting out of job redesigning or technological

brea1 through re?uire some type of training and

development e4orts to meet the re?uirements/ )s the jobs

become more comple*0 the importance of employee

development also increase/ In a rapidly changing %orld0

employee training and development is not only an activity

that is desirable0 but as an activity that an organi2ation must

commit to0 if it is to maintain a viable and 1no%ledge %or1

force/

Training is process of learning se?uence of programmed

behavior/ It is applicable of 1no%ledge/ It gives people an

a%areness of the rules and procedure to guide theirbehavior0 it attempts to improve their performance on the

current job or prepare them for the intended job/

'evelopment is related process0 it covers not only those

activities %hich improve job performance0 but also those

%hich bring about gro%th of the personalityU help individuals

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in the progress to%ards maturity and actuali2ation to%ards

their potential capacities so that they become not only good

employees0 but also better human being/ In organi2ational

terms0 it is intended to e?uip persons to earn promotion and

hold greater responsibility/PRINCIPALES OF TERAINING AND DEVELOPMENT

Training is not a short a4air/ It consumes time and

entails much e*penditure/ Every organi2ation must

prepare and training programme or policy very

carefully/

The individual %ho perceived training as the solution to

the problem %ill be more %iling to enter into a training

programme0 than %ill the individual %ho is satised%ith his present performance abilities/

Individual do things %hich give pleasure and avoid

those things %ho give them pain/ )%ards tend to be

more e4ective for changing behavior and increasing

one3s learning than punishment/

The trainee must be encouraged to participate0 discuss

and discover ne% desirable behavior norms/

#iller states that :if a person %ith one re?uired ability isto improve his performance0 he must

=no% the aspect of his performance up to

par/

=no% about precisely %hat corrective actions0

he must ta1e to improve his performance/

The feedbac1 should be fast and fre?uent0 as it gives

the right direction to both trainee and the trainer/ S1ills

that are practiced often are better learned and not tobe easily forgotten/

The training material should be made as meaningful as

possible/ If the trainee understands general principals

under9lying %hat is being taught0 he %ill understand if

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better than if he %ere just as1 to memori2e areas of

isolated steps/

The techni?ues and process of training program should

be related directly to the needs and objective of the

organi2ation/ )rgyrols advances the concept of training %hich

includes the recognition of authentic interpersonal

relationships0 individual responsibility for self

development and emotional as %ell as intellectual

learning0 self a%areness and changes in attitude and

behavior/

TRAINING PROCEDURE

Preparing the instructor The instructor must 1no% both the job any ho% to teach

it/ The must be divided into logical parts0 so that each can be

taught at a proper time %ithout the trainee losing plan/ (or

each part one should have in mind the desired techni?ue of

instruction that is %hether a particular point is best taught

by illustration0 demonstration or e*planation at the some

time it should clearly understand by the trainee/

) serious and committed instructor must =no% the job or subject fully0 he is attempting to teach

"ave the attitude and abilities to teach

"ave %illingness to%ards the profession/

"ave pleasing personality and capacity for leadership

"ave the 1no%ledge of teaching principles and methods

,e a permanent student0 in the sense that he should

e?uip himself %ith the least concepts and 1no%ledge/

P#e!%#in+ t'e t#%inee

)s in intervie%ing0 the rst step in training is to attempt

to place the trainee at ease/ #ost of the people are nervous

%hen approaching an unfamiliar tas1/ Though the instructor

may have e*ecuted this training procedure0 many times he

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or she never forgets its ne%ness to the trainee/ The ?uality

of empathy as mar1 of the good instructor/

Gettin+ #e%) to Te%'

This stage of the programme is class hour teaching

involving the follo%ing activities/ Planning the programme e4ectively/

Preparing the instrutor3s outline/

'o not try to cover too much material/

=eep the session moving along logically and live/

'iscuss each item in$depth/

Repeat but in di4erent %or1s %ith e*amples/

Ta1e the material form standardi2ed te*t/

Remember your standard0 before you teach/

Ta1e periodical progress and feedbac1 of the trainees

and application into account/

P#e$entin+ t'e o!e#%tion

There are various alternative %ays presenting the

operation0 e*planation0 demonstration etc/0 an instructor

mostly uses these methods of e*planation/ In addition one

may illustrate is an e*cellent device %hen the job is

essentially physically nature/ The follo%ing se?uence is most

often used by the instructors/

E*plain the se?uence of the entire job

'o the job step$by$step according to the procedure

E*plain the step that he is to be performed/

T# o3t t'e t#%inee1$ !e#"o#(%ne

)s a continuation of presentation se?uence given above

the trainee should be as1ed to start the job or operative

procedure/ Some instructors prefer that the trainee e*plain

such step before doing it0 particularly if the operation

involves any danger/ The trainee0 through repetitive practice0

%ill ac?uire more s1ills/

Fo**o, 3!

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The nal step in most training procedure is that of

follo%$up/ ;hen people are involved in any problem or

procedure0 it is un%ise to assume that things are al%ays

constant/ The follo%$up system should provide feed bac1 on

training e4ectiveness and on total value of training system/TRAINING PROCEDURE

7O, )6' OR!)6IS)TIO6S )6)LBSIS

TR)I6I6! POLIB O( T"E OR!)6IS)TIO6

E@)LC)TE T"E TR)I6EE

I'E6TI(BI6! T"E TR)I6I6! 6EE'S

'ESI!6I6! T"E TDR)I6I6! 6EE'S

PREP)RE OST ,C'!ET O( TR)I6I6!

'ESI!6 O6TE6TS TE)"I6!0 #ET"O'S0 #E'I)J

PREP)RE T"E I6STRCTOR

CP')TE T"E PRO!R)##E

PREP)RE T"E TR)I6EE

!ET RE)'B TO TE)"

I#PLE#E6T T"E TR)I6I6! PRO!R)##E

PRESE6T T"E OPER)TIO6

!)I6T T"E )EPT)6E O( T"E PRO!R)##E

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T)=E (EE' ,)= (RO# T"E TR)I6EES

E@)LC)TE T"E TR)I6EES PER(OR#)6E

E@ELC)TE T"E RESCLTS

STEPS TO BE FOLL.ED IN TRAINING AND

DEVELOPMENT ACTIVITIES

The follo%ing steps have to carefully plan in any organi2ation

before conducting a Training program/

IDENTIFICATION OF TRAINING NEEDS:,efore conducting of the training program it is necessary to

identity the training needs i/eU %hat inputs are re?uired to be

given to %hom/ If the training and development policy is to

be applied in an organi2ation in an e5cient and e4ective

manner0 it must be directed into areas %here clearly

identied training needs e*ist/ Priorities among needs have

to be determined and resources should be allocated among

competing needs very carefully and %isely/FORMULATION OF TRAINING OBJECTIVES: (or a

successful training/ The objectives and scope of the course

must be clearly dened/ This %ill provide a basis for further

development/

AREAS OF TRAINING PROGRAMME: There are four basic

areas of training programmeU each represents a type of

behavior or material to be learned/ They are information0

ac?uisition s1ills attitudinal change0 decision ma1ing >problem solving s1ills/ One of the most common training

needs is to provide employee %ith the information relevant

to their jobs/ Such information fre?uently relates to us

company policies0 programmes or benets0 ne% la%s and

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regulations a4ecting jobs0 or ne% job performance

standards/

RELATE THE INDIVIDUAL AND ORGANISATIONAL

NEEDS: The Training and 'evelopment needs %ill be

successful %hen both the individual as %ell as theorgani2ational needs are met %ith/

SELECTION OF TRAINEES: Selection of the employees %ho

need to be trained is very signicant since an injudicious or

improper selection may neither benet the employees nor

the organi2ation concerned/ The assessment of an individual

employee3s potential for providing him opportunities for self

advancement through training is not an easy tas1/ It re?uires

su5cient capacity for correct judgment and ade?uatee*perience in addition to an a%areness of the organi2ation3s

future manpo%er re?uirements and needs/

PREPARATION OF LEARNER: The learner must be

prepared for the training and development programmes/ )

desire to learn must be created by familiari2ing him %ith the

e?uipment0 materials0 tools0 trade0 rules > regulations etc/

SELECTION OF TRAINERS: The successful implementation

of the training policy re?uires e5cient educations trainers%ho are e?uipped %ith proper competence and through

1no%ledge of the processes involved capabilities of clear

e*pression and proved ?ualities of patience as %ell as tac1 in

their dealings %ith slo% learner/

TRAINING METHODS

Training is not a choice but a 1ey to survival/ The di4erent

methods that are adopted in training and development

programmes areOn the job training

O4 the job training

ON THE JOB TRAINING METHODS

)pprenticeship

oaching

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7ob instruction

7ob rotation

Training through step by step

ommittee assignments

OFF THE JOB TRAINING METHODS@estibule training

Role playing

ase study

Lecture methods

Simulation

onference or discussion

Programmed instructions

ON THE JOB TRAINING METHODS This type of training is also 1no%n as job instruction

training/ It is the most commonly used method/ Cnder this

method the individual is place on regular job and taught the

s1ills necessary to perform the job0 give its overvie%0

purpose and outcome/ It trainee learns under the supervision

and guidance of a ?ualied %or1er or instructor/ On the job

training has the advantage of giving rst hand 1no%ledge

and e*perience under actual %or1ing conditions/ ;hile thetrainees learn ho% to perform a job0 he is also a regular

%or1er rendering the service for %hich he is paid/ The

problem of transfer of trainee is also minimi2ed as the

person learns on the job/ The emphasis is placed on

rendering services in the most e4ective manner rather than

the learning ho% to perform the job/ One the ob training

methods is includes apprenticeship0 coaching0 job rotation0

job instruction0 training through step by step and committeeassignments/

APPRENTICESHIP

The trainee learns form the more e*perienced employee or

employees0 though it may be supplemented %ith the o4 the

job classroom training/ #ost craft %or1ers0 plumbers0

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carpenters are trained through formal apprenticeship

programs/ ) major part of the training is spent on the job

productive %or1/

COACHING

The trainee is placed under a particular supervisor %hofunctions as a coach in training the individual/ The

supervisor provides feedbac1 to the trainee on this

performance and o4ers him some suggestions for

improvements/ Often the trainee shares some of the duties

and responsibilities of the coach and relieves him of the

burden/ ) limitation of this method of training is that the

trainee may be having the freedom or opportunity to e*press

his o%n ideas/ JOB INSTRUCTIONS

7ob instructions are also 1no%n as training through step by

step/ Cnder this method0 the trainer %ill provide detailed

information about the %ay of the doing the job0 thought the

1no%ledge about the job0 s1ills and techni?ues used in

performing the job and %ill as1 him to perform the job/ The

trainer appraises the performances of the trainee0 provides

feedbac1 and also corrects the trainee if he is %rong/ JOB ROTATION

This type of training involves the movement of the trainee

from one job to another/ The trainee received job 1no%ledge

and gains e*perienced from his supervisor or trainer in each

of the di4erent job assignments/ Through this method of

training is common in training managers for general

management positions/ Trainees can also be rotated from job

to job %or1 shop/ This method gives as opportunity to thetrainee to understand the problems of employees on other

jobs and respect them/ This is the most common method

used in most of the organi2ations0 %hich increases the in$

depth job 1no%ledge and problems associated %ith the job/

This method provides a broader perspective0 often

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developing these employees for potential career

advancement/

COMMITTEE ASSIGNMENTS

Cnder the committee assignments0 a group of trainees

are given a problem situation and as1ed to solve an actualorgani2ational problem/ The trainees solve the problem

jointly/ It develops a team %or1/

OFF THE JOB TRAINING METHODS

Cnder this method of training0 the trainee is separated

from the job situation and his attention is focused upon the

learning the material related to his future job performance/

Since the trainee is not distracted by job re?uirements0 she

can place his entire concentration on learning the job ratherthan spending his time in performing it/ There is an

opportunity for freedom of e*pressions for the trainees/

ompanies have started using multimedia technology and

information technology in training li1e video presentations0

graphic presentations etc/

VESTIBULE TRAINING

In this type of training0 actual %or1 conditions0

e?uipments0 material0/ (iles etc are simulated in class rooms%hich are used in actual job performance/ This type of

training is commonly used of training personnel for clerical

and semi$s1illed jobs/ The duration of this training ranges

from days to fe% %ee1s/ Theory can be related to practice in

this method/

ROLE PLAYING

It is dened as method of human interaction that

involves realistic behavior in imaginary situations/ "ismethod of training involves action/ That is doing in practice/

The participants play the certain characters such as

production manager0 mechanical engineer0 superintendents0

maintenance engineers0 ?uality control inspectors0 foreman0

%or1ers etc/0

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CASE STUDY

In this method0 the real cases or hypothetical business

situations %hich had occur and need for decision or course of

action in provided to the trainees in detailed/ The trainee

should read carefully and understand the situation and haveto ta1e a decision based on the facts given/ This method

develops decision ma1ing s1ills/

LECTURE METHODS

The lecture method is a traditional and direct method of

instruction0 it heavily relies on communication/ The instructor

organi2es the material and gives it to a group of trainees in

the form of a tal10 to be the e4ective the lecture must

motive and create interest among the trainees/ Thus costsand time involved are reduced/ It improves attitudes0 but

fails to develop the s1ill/ The major limitation of the lecture

method is that it does not provide for transfer of training

e4ectively/

CONFERENCE OR DISCUSSION

It is a method in training the clerical0 professional and

supervisory personnel/ This method involves a group of

people %ho pose ideas0 e*amine and shares facts ideas anddata0 test assumptions and dra% conclusions0 %hich

contribute to the improvement of job performance/

'iscussions as the distinct advantage over the lecture

method/ In this discussions involves t%o %ay

communications and hence feedbac1 is provided/ The

participants feel free to spea1 in small groups/ The success

of this method depends on the leadership ?ualities of the

person %ho leads the organi2ation/I)entif%tion o" t#%inin+ nee)$$

List out the duties and responsibilities or tas1s of the

job under consideration using job description as a

guide/

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List the standards of %or1 performance/

ompare the actual performance against the standards

of performance/

'etermine %hat part of the job is giving employee

trouble/ In %hich part the employees are going to fail/

'etermine %hat 1ind of training is needed to overcome

the specic di5culties/

De$i+nin+ %n) on)3tin+ t#%inin+ !#o+#%((e$$

) circumspect procedure is re?uired for starting the

design process/ It is similar to that re?uired for overall/

(ive steps in training programme design$

The rst step is to use the training strategy that the

organi2ation and system have settled together for

overall design of training programmes/

The second step is to brea1 the general training

objectives into constitutional parts

omponent 1no%ledge

Cnderstanding and s1ill

The third step is to use the specications of

di4erent training methods in order to arriveat the total time and facilities re?uired for

meeting an objective/

The fourth step is to decide on the di4erent

pac1ages in %hich this program could be

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o4ered and to as1 the organi2ation to select

one/

'esigning of training programme is to dovetail detailed

training events into training se?uences and nally into theshape of the total program pac1age/

E0%*3%tion o" t#%inin+ !#o+#%((e$

The specication of the value forms a basis for

evaluation/ The basis of evaluation and the mode of

collection of information necessary for the evaluation should

be determined at the planning stage/ The process of training

evaluation has been dened as :any attempts to obtained

information on the e4ectDs of training performance and to

assess the value of training in the light of the information

evaluation leads to controlling and correcting the training

programme/

Re%tion$ training programme is evaluated on the basis of

the trainees reactions to the usefulness of courage of the

matter0 depth of the course contents0 method of

presentation0 teaching methods etc/

Le%#in+$ training programmed0 trainers ability and trainee

ability are evaluated on the basis of ?uantity of the content

learned and time in %hich it is learned and the learners

ability to use or apply the content be learned/

Jo> >e'%0io#$ the evaluation includes the manner and

e*tent to %hich the trainee has applied to his job/

O#+%ni%tion:$ this evaluation measures the use of training/

Learning and change on the job behavior of the department

or organi2ation in the form of increased productivity0 ?uality0

morale0 sales turnover etc/

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U*ti(%te 0%*3e$ it is the measurement of the ultimate

result of the contributions of the training programme to the

company goals li1e survival0 gro%th0 protability etc/0 and

the individual goals li1e development of personality and

social goals li1e ma*imi2ing social benets/

E0%*3%tion o" t#%inin+ eeti0ene$$$

There are t%o types of evaluation of training

P%#tii!%nt e0%*3%tion

Inte#n%* !#o+#%((e$$ after completion of the

programmes0 the organi2ing manager as1s for feedbac1

regarding programmes to the participants this also includesthe e4ectiveness of the faculty physically arrangement0

content of material and course design and the e*tent of

fulllment of objectives in the evaluation form/

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after completion of training and rated on his actual job

performance and record the job improvements recorded/

P#e-!o$t t#%inin+ !e#"o#(%ne ,it' ont#o* +#o3!$ this

is the must sophisticated evaluative approach0 under thismethod0 t%o groups are established and evaluated on the

actual job performance/ #ember of the control group %or1

on the job 0 but do not undergo instruction/ The t%o group3s

performance is evaluated/ If the training is really0 e4ective

the e*perimental groups3 performance %ill have to be

improved/

Eeti0ene$$ o" t#%inin+

)nalysis of the completed post programme evaluation

that %hether0 further training is re?uired or %hether there

e*ists a need to revie% the same programme is carried out

in order to determine %hether trainings inputs are re?uired

the department manager reveals the performance of the

e*ecutives after the training programmes/ The training

department %ill collect the details of e4ectiveness of the

training after si* month from the date of imparting the

training this is also done by department head and his

analysis and gives the percentage of e4ectiveness of trainee

and re?uirements of further training on the same subject/

Training department %ill follo% the advices of the concerned

department head recommendation/

Fee)>%

Training evaluation information should be provided to

the trainer and instructors0 trainees and all other parties

concerned for control0 correction and improvement of

trainees activities/ (urther0 the training evaluator should

follo% it up to ensure implementation of the evaluation

report at every stage

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TRAINING PROGRAMMES IN GENTING LANCO

COMPANY

INTRODUCTION

Training and development in an attempt to improve the

current and future employee performance it is organi2ed

procedure by %hich employees %ill learn 1no%ledge s1ills

and attitudes for a job purpose/

TRAINING AND DEVELOPMENT NEED

Standard performance Q)ctual performance/

The department head %ill raise a note of approval tothe !eneral #anager through the nance commercial and

administration manager regarding certain essential

contribution on the organi2ation but also %ith the follo%ing

aspects$

&J Increase morale of employee-J Employee e5ciency.J ,etter human relations

9J Reduced supervisionAJ Increase organi2ational viability and 8e*ibility/

TRAINING PROCEDURE

PURPOSE

To ensure that all employees are ade?uately trained to

enable them to perform their duties in the most competent

and e4ective %ay to identify future re?uirements to maintain

and improve standards and to prepare and develop sta4 for

higher positions or other duties at the same level/

SCOPE

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This procedure applies to all employees at !enting

Lanco Po%er IndiaJ Private Limited/

&J Employees e5ciency-J ,etter human relations.J Reduced supervision9J Increase organi2ational viability and 8e*ibility/

RESONSIBILITY

The Sr/#anager$nance0 commercial and administration

is responsible for continuous improvement of this procedure/

PROCEDURE

Specied positions is the po%er station organi2ation %ill

have an identied and agreed set of basic training modules

that must be completed prior to or during the initial stages

of appointment/Trianing consists of formal and informal

elements and ongoing assessments conrm the e5ciency of

training received/

TRAINING PLAN

The training plan is a compilation of all training needs

identied by each supervisor and department manger during

year$end appraisals the training plan %ill be submitted to the

nance commercial and administration department after the

annual appraisal refer to comes for the training plan or

training schedule/

The training plan %ill identify training needs of

continuous improvement training may be both internal and

e*ternal and include informal on the job training/

)t periodic intervals assessments %ill be carried out to

chec1 progress against plans training records maintained by

nancial commercial and administration department include

training and seminars attended from previous companies

training received from !enting Lanco Po%er Private ltd and

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include future re?uirements for individual sta4 format of

training and seminars attended form previous company is

giving at R$G&/

In number training %as identied during annualappraisal or number training plan is submitted to nancial

commercial and administration department after the annual

appraisals0 the procedure %ill be the same as in SE$D/D/

ON THE JOB TRAINING

(or many site positions on$the job training is an

essential element to complement the format training

modules identied covering areas of re?uired 1no%ledge

complement the formal training/ The department manager

%ill be responsible for directing0 training and assessing

progress and recommending acceptance of levels achieved/

FUTURE REKUIREMENTS

'uring the annual sta4 appraisal each employees

retaining or future training re?uirements %ill be agreed by

the supervision and conrmed by the sr/manager nancial

commercial and administration such needs %ill be

considerate into the training plan/

KUALIFICATIONS

In deciding training needs to prepare sta4 for

progression0 their ?ualications and e*perience %ill be

revie%ed to decide if they are su5cient or %hether further

formal education is re?uired for entry on to further training/

PO.ER STATION MODUELS

The training modules at !enting Lanco Po%er Private

Limited!IPILJ Lanco =ondapalli Po%er Plant consists of the

follo%ing

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&J(unction related training in the areas of operation

maintenance0 materials nance and administration and

information technology this training is essentially provided to

the employees based the training needs identied an

appropriate courseNprograme is recommended by thedepartment manager %hile the performance assessment is

done/

-J(ire ghting safety and occupational health related training

all the employees of !IPIL and the contractor %or1ers etc/0

are covered for this program/ This training is an ongoing0 on

the site course conducted by the manager safety re and

technical services %ithN%ithout assistance of outside faculty/

.J#anagement development programs$These are considered

on a case to case basis %ith the recommendation of the

department manager and by the approval of the general

manager/

9Jomputer literacy programs$The training courses related to

computer literacy are provided progressively to cover

respective employees of !LPIPL/

AJStatutory re?uirements related training any mandatory

certications re?uired of sta4 operating the po%er station

and related %or1s0 appropriate training is provided to the

sta4 for fullling the re?uirements/

DJThe nancial commercial and administration department

compile the information and appropriately approach the

concerned agency for providing the re?uired training on

receipt of the information of training programNplan form

agency the individuals is nominated for the training %ith the

due recommendation of the department manager and by the

approval of the general manager format of the training

re?uest given is R$-G/

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FJ=eeping in vie% the cost consideration and the budget

availability0 training venue %ill be normally located on site

ho%ever for e*ternal training residential programs refer to

;&$G& +SPN)'NG& for a clear guideline on travel for

employees %ho %ill attend trainingNseminars/

IMPLEMENT TRAINING

(or onsite programs0 the departments %ill raise a note

of approval to the general manager through the Sr/manager$

nancial commercial and administration regarding certain

essential programs0 %hich %ill enrich the individual not only

in his contribution to the organi2ation0 but also %ith the

follo%ing aspects$

&J Increase morale of employee

-J Employee e5ciency

.J ,etter human relations

9J Reduced supervision

AJ Increase organi2ational viability and 8e*ibility

!LPIPL is providing facilities to its faculty trainers %ho are

coming to the site depending on case$to case basis li1e

transportation0 accommodations as per approval by the

general manager and are arranged by the assistant

communication o5cer/

TRAINING FACILITY

) training area consisting of lecture rooms facilities etc%ill be provided on site !LPIPL %ill have a %ill e?uipped

training room %ith facilities li1e O"P projector0 video$sho%/

;hile boards0 sho%$charts etc/0 in the administration

buildingNtraining shall to conduct training seminars rst aid

session etc/0 further more a %ell re?uired training room %ill

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be maintained in the re station for the continuous training

and development %hich is re?uired more in the plant/

TRAINES DETAILS

To ascertain the bac1ground and level of 1no%ledge of the training of follo%ing information %ill be made available

to the trainers $

&J 7ob position-J )cademic levels.J 6umbers and e*perience9J Training attainments re?uiredAJ (eed bac1 and assessments/

FEED BAC EVALUATION

It is di5cult to measure the e5cacy of training because

of its abstract nature and long$herm on the trainees and the

organi2ation ho% ever it can be evaluated in various

methods li1e$

&J Training objectivessetting goalsJ-J Evaluation criteriameeting its objectivesJ.J ollection of infrastructuredata ban1J9J )nalysisimmediate impact after training results of

their trainingJ

RETENTION OF TRAINING PLANS AND RECORDS

Training plan shall be retained for a period of D years/

Training records of the individuals sta4 shall be retained for a

period of - years after0 leaving the company process 8o%sheet for training po%er station sta4 is attached in the

appendi* for reference/

REFERENCE

Travel ;&$G& +SPN)'NG& process 8o% sheet appendi* )

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RECORDS

Training and seminars record from previous company

&J Training re?uest from R$G-

-J Training attendance record R$G..J Training evaluation form R$G9

Training planNtraining schedules$refer to common certicate

of attendance$refer to the personnel training le in

document control centre/

(eedbac1s of s1ill development of s1ill development program

refer to personnel training le in document control centre/

TRAINING AND DEVLOPMENT Training methods of genting lanco po%er pvt ltd

&J Over seas training-J E*ternal training.J In house training

OVER SEAS TRAINING

)ll administrative co$ordination %ith regard to overseastraining %ill be carried out by corporate "R department for

training purpose e*ecutive are sent to the follo%ing

countries$

&J )CSTR)LI)-J E6!L)6'.J #)L)BSI)9J SI6!)POREAJ CS)

ETERNAL TRAINING

,ased on approval the coordinators of "R department

%ill initiate action %ith training agency institution and

conformation %ill be the responsibility "R department/

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LIST OF TRAINING INSTITUTIONS

S/6O TITLE PL)E

& Indian Institute of management

,angalore

- Indian Institute of management

alcutta

. #anagement development Institute

!urgoan

9 )dministrative sta4 ollege of India

"yderabad

A Engineering sta4 college of India

"yderabad

D Po%er management of Institute6oida'elhiJ

F )lstom ltd 6oida

H 6ational center for technology

#umbai

'evelopment

K 6ational safety council#umbai

&G Loss prevention association of India

"yderabad

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&& S=( ,earings ltd

#umbai

&- Stony arter onsultancy services

#umbai

&. St/ 7ohn )mbulance

"yderabad

IN HOUSE TRAINING

In respect of in house training "R department %ill

initiate necessary action and co$ordination %ith faculty and

conducting of programmed %ill be under ta1en by "R

department/

TRAINING PROGRAMMES

TRAINING PROGRAMMES FOR YEAR ?==?

K/&/- O># practices for combined cycle gas po%erplant/

-9$G&$G- (irst aid

GH$G-$G- ;or1 shop on ESI Scheme

&-$G-$G- (irst )id Training

&H$G-$G- (inancial management for corporate accounts

GD$G.$G- Electrical safety

-A$G9$G- Po%er system protection

G.$GA$G- onned space entry and permit to %or1s

&&$&&$G- O># practices for conned cycle gas po%er

project

-K$&&$G- ooling %ater treatment

&G$&-$G- Environmental legislation

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TRAINING PROGRAMMES FOR YEAR ?==@

-K/9/. Reliability maintenanceGA$GA$G. Series KGPL maintenance

&9/A/. IO6 hromatography&F/A/. (irst )id training-F/D/. E5cient treatment9/H/. @ibration technology--/K/. (irst )id trainingH/&G/. Energy$audit$e4ective tool for energy

management&9/&G/. ISO KGG& Transition training-&$&G$G. ISO KGG& Internal auditor training

&G$&-$G. Safety0 security health environment Lanco

&D$&-$G. ISO HGG& O"S)SJ )%areness training

&H$&-$G. 6ational seminar on Lanco in compressed air

system

&H$&-$G. Improvising plant asset management

&K$&-$G. =no%ing self

TRAINING PROGRAMS FOR YEAR ?==8-=

&J )dvanced nancial reporting.%La)o"r a! i!"strial ho"rs.J !eneral management9J Public spea1ing and presentation s1illsAJ Electrical protectionDJ #aterial accounting and corresponding %ith suppliers

FJ Personality developmentHJ #ar1s vs/ control

TRAINING PROGRAM FOR ?==

TBPE TR)I6I6! )TTE6'E'

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TE"6I)L Energy audit tool for cast reduction

TE"6I)L Lead auditors course on health and

safety management

TE"6I)L E*ecutive developm

Documents

Sample Training Development Project