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    NTPCIntroduction

    NTPC ltd. a power generation company. It was incorporated as thermal power corporation on 7 th November 1975with mandate for planning, promoting and organization integrated development of thermal power. The companyacquired its new identity as NTPC LIMITED in November 2005. Its the largest electricity generating company inINDIA and is scheduled as A company.

    PURPOSE OF TRAINING AND DEVELOPMENT

    Training programmes are derived from the organizations overall performance objective and specific job requirements.

    It is developed with participative input from management, supervision and employees. It emphasize in broadening of employees skills and empowering them. It helps the employee to understand that learning is an integral part of successful job performance.

    Its helps in addressing in both occupational skills requirements and the academic knowledge and skill.

    BENEFITS OF TRAINING

    Increased job satisfaction and morale among employees. Increased motivation of employees. Increased capacity to adopt new technologies and methods. Increased innovation in strategies and products. Increased employee turnover and absenteeism.

    TRAINING AND DEVELOPMENT PRACTICES IN NTPC

    EMPLOYEE INDUCTION/ ORIENTATION SYSTEM

    NTPC has a standardized orientation process in place for new joinee to blend fast into NTPC cultures. It hoiresfresh blood and groom them into power professional.

    The purpose of induction:

    It helps them to learn the history of the organization vision, mission and core values of organization. It clarifies the entitlement and benefits of new joinee and their future career growth in the organization.

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    It in totality creates awareness and understanding about the organizational socializes the new entrantinto the organizational fabric and webs him into organizational ethos.

    The organisation has built its cader through three primary modes of hiring process: EXECUTIVE TRAINEES : It is 52 weeks (fully paid) theoretical input in class room institutions with

    practical training , on the job training which make them a highly competent professional in respective

    functional areas at junior management level.

    DIPLOMA TRAINEES: Person with diploma in engineering is hired on the basis of all India written testconducted at regional levels followed by interview .This is followed by 52 weeks (fully paid) training.

    ASTRISAN TRAINEES/ ITI TRAINEES: The candidates with ITI qualification are designated tradeslike fitter/ electrician / instrumentation etc. are hired on the basis of written test. Trade, test and interviewsare done .Then they are provided with their job responsibility of operator / technicians in the power planterrection, operation and in maintenance.

    TRAINING:

    Training in NTPC is carried out with short-term and long-term objectives to impact skills required carrying outvarious jobs and providing development input for individual and training organization future growth. NTPC hasits own training infrastructure for providing technical and managerial training. A separate provision for trainingand development related expenses is made in the training budget. Then it is sub divided into foreign training,external. PMI budget and budget for EDCs.

    Following types of training intervention are under taken as envisage in the training policy.

    Technical training and skills up gradation in power plant (thermal/ hydro) technologies. Non technical and soft areas

    Executives and managerial skillsCustomer orientationIntegrated personality developmentAttitudes and behaviors

    FUNCTIONAL ORGANISATIONAL DEVELOPMENT ISSUES LIKESFunctional management areaIndustry best practicesBenchmarking

    EDUCATION UP GRADATION PLANBS is collaboration with BITS pilaniMTECT (power generation) in collaboration with IIT DELHIPGDBM in general management with MDI GURGAON.Diploma course for all ITI non-executives.

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    TRAINING ON CORE VALUES

    In order to explain the meaning of core values and help employee internalize them, organization wide value

    workshops have been conducted.

    HR FOR LINE MANAGER:

    Training program to align line manager with hr functions have been started in NTPC with an objective of empowering the line people to take care of the performance and career development aspect of theirsubordinated.HR for line manager program provides an overview of various HR initiatives such as job rotation,career growth path, HR audit, mentoring system, development centre, attitude training, performance appraisalsystem, organizational culture, vision, values etc. to the line, manager.

    This helps the individual manager to understand and appreciate the HR requirement of his team member.

    ANALYSIS:

    1. To whom the training is given more in the organization?

    Senior- 8

    Junior- o

    New staff- 60

    Based on requirement- 32

    INTERPRETATION: According to the above data we may conclude that training policy of NTPC takes cares of

    8

    60

    32

    Sales

    SENIOR

    NEW STAFF

    BASED ON REQUIREMENT

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    2. What mode of training method is normally used in organization?

    Lecture sessions- 9

    External training- 3

    Conference/ discussion- 5

    Programmed instructions- 10

    All these- 73

    INTERPRETATION: We may conclude the NTPC uses different training methods like lectures sessions, externaltraining, conference/ discussions etc.. are used as per job requirement.

    3. What types of training are imparted for the new recruitment?

    Technical training- 6

    Management training- 5

    Presentation- 4

    all of these- 85

    9 3

    5

    10

    73

    Sales

    lecture

    external

    conference

    program

    all

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    INTERPRETATION:

    NTPC provides comprehensive training in all the relevant fields to their employees.

    4. Comment on the degree to which the training objective are met during the sessions?

    All the objective- 12

    Some objective- 68

    Met according to need- 20

    65

    4

    85

    Sales

    technical

    management

    presentation

    all

    12

    68

    20

    Sales

    all the objective

    some objectives

    requirement based

    4th Qtr

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    INTERPRETATION: The training and development practices of NTPC are very good and they are able to meettheir short-term and long-term objectives.

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    ABOUT DELOITTE

    DELOITTE is one of the UKs largest professional service firms. It provides service in audits, taxconsulting and corporate finance. The DELOITTE education and skills team helps local, regional andnational organizations across the education sector to address their challenges and raise standards for thefuture.

    TRAINING INITIATIVES BY DELIOTTE

    DELOITTE EMPLOYABILITY COURSE

    The Deloitte employability course is an innovative training programmed that enables young people to developthe skills, attitudes and behaviors that they need to succeed in securing and sustaining employment

    This is an area of education and learning that has been hard to assess and accredit.

    The course has been piloted and developed over a period of five years and is now being taught in collegesaround the country. Feedback fr om students, teachers and employers has been consistently positive andthere is now a growing demand for the course to be delivered as an integral part of vocational lear ning.

    The course teaches and develops the following personal and social skills, attitude and behaviors that are soughtby employers in all sectors;

    Self-Confidence

    Personal Presentation Skills Understanding the W orkplace Time Management Punctuality & Attendance Dependability

    Demonstrating Initiative Work Preparation Ski lls Ability to Receive Constructive Feedback Effective Communication Demonstrating a Positive Attitude Team Working Willingness to Learn Managing Emotions

    Coping with Challenge

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    TRAININIG THE TRAINER PROGRAME:

    The Deloitte employability course calls for specialist teaching skills . As part of the Deloitte EmployabilityInitiative a new four-day residential train the trainer course has been developed to teach these specialistskills.

    The train the trainer course has been designed with expert input fr om training consultants and experiencedteacher trainers. It was piloted in 2006 and is now being rolled out by 9 Deloitte Employability Centers across the UK. The course is achallenging programmed that explores a range of teaching styles and personal development techniques thatare needed to deliver employability skills to students.

    Deloitte Employability Centers are based at colleges or universities with established teacher training units.They are appointed centers of excellence in the training and delivery of employability skills and will beresponsible for delivering the Deloitte train the trainer pr ograms across the world.

    LEARNING OUTCOMES AND ASSESSMENT CRITERION;

    1 Understand effective workplace behavior Different ways in which employees can behave effectively : interacting with other colleagues in the workplace

    e.g. communicating appropriately with other colleagues, managing time and workload; interactingappropriately with customers in the workplace; paying attention to effective working guidelines in the placeof work e.g. codes of conduct, personal reviews/appraisals, human resources guidelines.

    2 Be able to demonstrate effective working practice Represent the workplace positively when dealing with others outside of the workplace: showappropriate behavior when on company/organization business outside of the workplace or talking tocustomers e.g. conferences, external meetings, training courses, visits to cu stomers place of work

    Apply organizational procedures appropriately: applying procedures when carrying out the job e.g. followhealth and safety rules for dealing with hazardous substance in a factory, deal with customer enquiriesaccording the requirement.

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    3 Be able to evaluate their own practice

    Evaluation of own practice: identify what went well e.g. dealing promptly with

    customers, receiving positive feedback from colleagues; identify what did not go so welle.g. not understanding what was requested by senior colleagues or customers quires.

    RESPOSIBILITY TRAINING PROGRAM:

    1. Understanding why rights and responsibilities are important in aworkplace

    Reasons why rights and responsibilities are important : safety and wellbeing of staff, visitors and customers in the workplace, complying with the law, complyingwith standards and morals of our society, provides guidelines for resolvingworkplace problems or conflict in an appropriate way, establishes order andagreed obligations in a workplace, enables employers to conduct business in a fairand productive way, protection of employees and employers

    Types of rights : rights e.g. human rights, workplace rights, rights of the child,legal rights, informal rights e.g. club membershipTypes of responsibilities e.g. member of society, workplace responsibilities, familyresponsibilities

    How rights and responsibilities are enforced : use of legislation, codes of conduct; regulatory or advisory bodies/organizations; employer and peerexpectations

    2 Understand rights and responsibilities of employees and employers

    Responsibilities of employers : health and safety; pay and benefits; jobrecruitment and advertising; terms and conditions at work; contract of employment; appraisal, promotion and training; dismissal, redundancy andretirement, privacy of personal information

    Rights and responsibilities of employees : rights e.g. to fair pay, to be kept safe,given equality of opportunity; responsibilities e.g. follow procedures for safety,punctuality, fulfill contracted duties

    Implications : safe work environment; policies and procedures; work culture Data protection: in relation to most recent data protection legislation and

    guidance

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    3 Know how to obtain guidance and information about rights and

    responsibilities at work

    Representative bodies : e.g. Health & Safety Executive (HSE), Citizens AdviceBureau (CAB), Equality and Human Rights Commission, trade unions, staff associations, Criminal Records Bureau (CRB)Type of advice : safety of working environment and practices; financial; legal;Benefits, equality in work.

    LEARNING ABOUT TEAM SKILLS:

    1 Understand the advantages and disadvantages of having a teamcomplete a task

    Advantages of teamwork: employee/learner strengths and weakness can bebalanced; team member s motivate/encourage/support each other; skills of allmembers are used; responsibility is shared; team members feel a sense of belonging; individuals feel valued

    Disadvantages of teamwork: needs careful planning; takes time to plan and set up;needs agreement or cooperation of all members; task can be better completed byone person; task may require directing by a leader

    2 Understand the need for a team to work to an agreed code of conduct Code of conduct for teamwork: e.g. every member should contribute; listen toviews of all team members; value contributions of others; accept constructivecriticism; consult with other team members; make decisions as a group; followgroup decisions; carry out agreed responsibilities.

    3 Be able to recognize the different strengths, skills and experiencesdifferent people bring to a team

    Teamwork skills, strengths and experiences: practical skills e.g. ability to cook,paint, use a computer, good with numbers and money; interpersonal skills e.g.patient, friendly, enthusiastic, loyal; communication skills e.g. confident speaker,good listener; motivational skills e.g. good at encouraging or helping others,organizational skills

    4 Be able to allocate roles and responsibilities within the team in relation to agiven task

    Agree roles and responsibilities: on the basis of objectives of team task;

    timescale/deadline for completion; awareness of skills and strengths of all teammembers; matching skills and strengths of team members to individual tasks egconfident speaker suited to leading verbal presentation, experience in using internet

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    suited to searching for information online

    5 Be able to work positively as a member of a team

    Respect ideas and suggestions of others, Team task plan: including activities, ways to speed up time needed to achieve task,ways to improve quality of the item the team is making, division of labour, timelines,expected outcomesGive help, support or advice to others: offer to help team member who is havingdifficulty carrying out their task, suggest a better way of doing something

    Appropriately to advice or constructive criticism eg listen to the advice offered,dont interrupt the per son who is speaking, avoid inappropriate language such assarcasm, offensive remarks

    . 6 Be able to reflect on the performance of a team Individual performance as a team member: follow code of conduct, completeindividual task appropriately and on time, carry out individual responsibilities, offercontribution, team task completed to satisfactory standard, team task completed ontime help to others, offer feedback or advice to others, contribute to success of whole task Performance of team: team worked well together, every team member made a goodand effective tea

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    BIBLIOGRAPHY

    Employabilities_skilldeloitte

    Employabilities-skillsQCF

    www.ntpcco.in

    www.ntpcindia.com

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