NIPUN 2012

TRAINING MANUAL FOR SUPERVISOR TRAINEES

HUMAN RESOURCE DEVELOPMENT INSTITUTE, NOIDA

Message by GM-HRDI
My Dear Colleagues,

You have joined the organization at a very poignant time when we have framed our companys seventh Strategic Plan 2017 with the objectives of ensuring a sustainable profitable growth over the next five year period ending 2016-17. The company aims to reach a turnover of Rs. 1,01,600crore by 2016-17.

Your industrious contributions in achieving the same are vital and I am confident that your continued commitment will enable BHEL to surpass the targets. In todays challenging scenario, each employees contribution would matter significantly.

To enable you to become a valuable asset, this year long programme has been designed.

Each one of you is an irreplaceable uncut diamond ,and as you will take this year long training seriously, it will enable you to polish the gem within and emerge shining and passionate to contribute towards organizational success and excellence.

This programme willalso help you in settling into your work centre quickly, so that you become a highly knowledgeable and valued member of the team. It will also help you in imbibing BHEL work culture and enhance your belongingness to the organization and feel proud to be a member of BHEL family.

I am watching over your growth and development and look forward to also personally interacting with you.

With best wishes for bright future in BHEL.

( HARGOVIND SHARMA ) GENERAL MANAGER

NIPUN 2012

INDEX Chapter 1 2 3 4 Content Introduction, Objectives& Broad Overview Detailed Description about Each Module Adiministrative Requirments Suggestive List of allied Areas & Formats Page 3-4 5-16 17-23 24-33

HRD POLESTAR:

TO CREATE AN ENVIRONMENT SUPPORTIVE OF BLOSSOMING OF FULL POTENTAIL OF EMPLOYEES

NIPUN 2012: Chapter -1

INTRODUCTION & OVERVIEW 1A. INTRODUCTION
A Supervisor plays an important role in the success of an organization. He/She is a vitallink in making the vision of management a reality. Effective and efficient supervision helps in creating better work performance, building good human relations, creating a congenial and cooperative environment which in turn helps in organizational growth.

1B.

OBJECTIVES
The main objective of the training programme for Supervisor Trainees is to lay a solid foundation to develop them into highly effective Supervisors capable of canalizing their own and others resources for achieving companys Vision, Mission & Values. After attending the training programme, the Supervisor Trainee, shall be able to: Settle into their respective work centres or the job quickly to become a highly knowledgeable and valued member of the team

Understand the Corporate and Unit/Region expectations, reinforce BHEL values and share cultural norms and expectations

Have a reasonably good understanding of the Task, Structure, Technology and Human Resources of the Organization

Imbibe the work culture and enhance their belongingness to BHEL and feel proud to be a member of BHEL family

1C.

BROAD OVERVIEW TRAINING MODULES AT A GLANCE

Total training period 52 weeks

Module SM0 SM1 SM2 SM3 SM4 SM5 SM6 SM7 SM8

Description Joining Formalities Organisational Familiarization Module Unit /Region Familiarization Module Functions Familiarization Module Personal Effectiveness Module Site or Unit visit On the Job Learning (OJL) Evaluation by HRDC a) Absorption test b) Final Interview Total:

Duration 6 days 3 days 12 days 13 days 13 days 6 days 245 days

Marks

10 20 20 20 30 100 50

1 day 1 day 300 days

80 20 350

Note: The total no. of days have been calculated on the basis of: 365 days including 52 (Sundays) 10 holidays and 2 other optional holidays.

It is presumed that total working days may not be more than 300 days.

Important Point o Module SM1 to SM4: Classroom input which is to be organized at HRDC/HRDD or the venue decided by concerned Unit/Region- Head/HR. o Duration of 1 Session = 90 minutes

NIPUN 2012: Chapter -2

DETAILED DESCRIPTION ABOUT EACH MODULE 2A. days
Units / Regions should make necessary preparation so that joining formalities are completed within six (6) days of joining, to accommodate staggered joining. Classroom sessions/factory visits/township visit may also be organized to get them a feel of the work life and off the work life and to see the township and various community facilities.

SM0 - JOINING FORMALITIES AND GETTING AT HOME 6

2B. days

MODULE:SM1 - Organisational Familiarization Module 3

LEARNING OBJECTIVE
The learning objective of this module is to enable supervisor trainees o o To develop an appreciation for BHELs Vision, Mission and Values, To have a broad understanding of BHEL as a company, its units and products

CONTENTS OF SM1 Inauguration, getting to know one another & Overview of NIPUN 2 sessions 2012 BHEL :: 4 sessions Coverage: Over the years Past, Present and Future; BHEL Vs. Competitors : Benchmarks; Impact of External Business Environment on BHEL, BHEL:: Coverage: Vision, Mission and Values A Brief Overview and Macro Understanding of Org Org. Chart, Units, Business Sectors, Product Profile Interaction with Top Management / GM {Theme: Navratna BHEL & CMDs Agenda Points} Review & evaluation (10 marks) Test/Quiz 4 sessions

1 sessions 1 sessions

Total Number of Days for SM1 Module 3 days METHODLOGY Guided visits, Classroom inputs, Interaction with top/senior Management

EVALUATION - Question-Answers: Objective Type Assessments; Total Marks-10

2C.

MODULE SM2 Unit /Region Familiarization Module 12 days

LEARNING OBJECTIVE The learning objective of this module is to enable supervisor trainees to have : o A clear understanding about the Unit / Region its history, performance, product and customer profile and related organization structure / lay out. o o A clear understanding about key policies of the Unit and Safety Aspects. An idea about customer focus and BHEL work culture. CONTENTS OF SM2 Unit/Region History, Performance over the years, Future focus, Unit/Region organization structure and layout Product Profile & Shop Visit for Manufacturing Unit Trainees / Product Profile & detailed input of Power Plant for Power Sector Trainees 2 sessions

14 sessions

Customer Focus: Concept and Interaction with Customers Understanding Key Policies : Coverage: ISO, Six Sigma, Productivity, IMPRESS, TQM, ISMS with focus on Practical Aspects of implementation Rajbhasha Implementation: Coverage: Official Language Act, Official Language Implementation Committee (OLIC), noting and drafting in Hindi and related terminologies, various forms of Hindi correspondence Detailed input on HSE / Safety and 5-S (Policy, Practices and Audits) Corporate Social Responsibility Initiatives of BHEL (Unit/Region specific) First Aid & Plant Safety Standards, Mock Drill, Fire Prevention & Electrical Safety Interaction with Head HR (Theme: Our Work Culture) Review & evaluation (20 marks) Total Number of days for SM2 Module METHODOLGY

4 sessions 12 sessions

2 sessions

7 sessions 1 session 4 sessions

1 session 1 session 12 days

- Lectures, Presentations, Shop / Plant Visit, Interaction with Top / Senior Management

EVALUATION- Question-Answers: Objective Type Questions; Total Marks - 20

2D.

MODULE SM3 FUNCTIONS FAMILIARIZATION MODULE-13 days LEARNING OBJECTIVES The learning objective of this module is to enable supervisor trainees to : Enhance their functional, inter-functional, and organizational effectiveness. Provide a common understanding on basic management concepts and practices. Develop an appreciation for different functions in the organization and their significance in the success of the organizational goals. CONTENTS OF SM3 o o o An overview of various types of Power Plants, Major equipments under the scope of BHEL & Balance of Plant A broad understanding of Statutory Laws : Factories Act, Minimum Wages Act, Industrial Disputes Act, Contract Labour, PF & ESI Act Financial Statements (Profit & Loss Account, Balance Sheet) Works & Purchase Policy Commercial Management : Practical perspective on Cost Consciousness through Case Studies Contract Management Contract Law, Types of Contracts Overview of Unit/Region IT Services, Platform, Networking, SAP Material Management Inventory Control, Reverse Auction Concepts, E Procurement, Material handling at Unit/Site (Challenges & Way ahead) 2 sessions 4 sessions 4 sessions 2 sessions 4 sessions 2 sessions 4 sessions 10 sessions

Project Management PERT, CPM, Cost & Time Monitoring, Appreciating Site issues and inputs on MS Project Quality Management Key issues and emerging trend Root Cause Analysis Concept & Practices HRM : Employee Benefits, Career Growth and Development opportunities, CDA Rules, Handling disciplinary issues and grievance procedure, Welfare Provisions, Industrial Relations Practices Vigilance Awareness Interaction with Seniors/Ex-employees (Theme: Site/Shop Floor

6 sessions

2 sessions 2 sessions 6 sessions

2 sessions 1 session

Experiences and Success Stories) Review & Evaluation (Quiz/Test/Reports 20 Marks) Total Number of days for SM3 Module 1 session 13 days

METHODOLGY

- Lectures, discussions, Presentations, Interaction with Seniors

EVALUATION - Question-Answers: Objective/Subjective Type Questions; Total Mark - 20

2E.

MODULE SM4 Personal Effectiveness Module 13 days

LEARNING OBJECTIVES The learning objective of this module is to enable supervisor trainees to : o Become performance ready for the assigned jobs at the earliest. o Develop a clear understanding about the duties and responsibilities of a Supervisor. o Have a deep understanding about various behavioral dimensions so that it helps in improving their attitude/personality. CONTENTS OF SM4

Self-Concept (developing positive self-image & high self-esteem) Role of a Supervisor (duties, responsibilities and

2 Sessions

BHELs 2 sessions

Expectations) Interaction with Role Model Supervisors (Interactive session with 1 session senior supervisors who are doing well in their job) Role Efficacy Workshop (through Role Efficacy Questionnaire, with 3 sessions focus on - highlighting sense of belonging to the organization and developing spirit of quality, productivity and customer orientation) Developing Value Driven behaviour (aligning self with organizational 2 sessions values for mutual benefit) Knowing Self and Others (through FIRO-B, Johari Window, MBTI or 4 sessions any other psychometric instrument) Understanding Group Processes Listening Skill (How to be a good listener) Communication Skills Oral (Public Speaking/Presentation Skill) Communication Skills Written (e-mail etiquettes; 2 sessions 2 sessions 4 sessions

office 6 sessions

correspondence IOMs, DO letters, Notes, Technical reports; business correspondence Correspondence with customers, suppliers and other parties such as insurance and transport companies) Business Etiquettes (Verbal /non-verbal signals during interaction, Social Skills, Dress Code) 9 2 sessions

Legal Awareness for handling day-to-day problems of life Time Management (with focus on Urgent-Important Matrix) Enhancing Computer Skills MS Office

2 sessions 2 sessions 8 sessions

Conflict Management Skills (Definition & Causes of Conflict, 4 sessions Approaches to manage Conflict, Understanding Aggressive,

Assertive & Passive behaviour, Use of Thomas-Killman or any other psychometric instrument) Achievement Motivation McCllelands Concept of Achievement Syndrome, Behavioural Traits of Achievers, (Use of Tower building/Ring Toss/APO etc.) Interaction with Unit Head (Theme: BHELs Expectations from a Supervisor) Review & Evaluation ( 20 Marks) 1 session 1 session 4 sessions

Total Number of days for SM4 Module METHODOLGY

13 days

- Lectures, discussions, Presentations, Structured Exercises / Instruments, Interaction with Seniors / Top Management.

EVALUATION - Question-Answers: Objective/Subjective Type Questions; Total Marks - 20

10

2F.

MODULE SM 5 - SITE OR OTHER UNIT VISIT 6 DAYS

LEARNING OBJECTIVES After attending this module, participants will be able too Have an exposure of a site or another unit o See the unit / site equipments under erection or commissioning. o Understand customers needs and expectations. o Know about the BHEL equipments, services and areas needing improvement. BROAD COVERAGE o Gaining in-depth knowledge of the related products and services. o Find our site customers perceptions / satisfactions / expectations from the BHEL products and / or services. o Exposure to site management practices & procedures.

METHODOLOGY Guided visit to site or other unit Supervisor Trainees are expected to go with a list of probable questions and check list (prepared by the Reporting Officer and HRDC/HRDD Coordinator), so that their learning is focused. The venue/place/timing of the visit is to be decided by Reporting Officer in consultation with Section Head/HOD and Head-HRDC/HRDD. The duration of 6 days does not include travel time. List of questions o Whats the significance of the site/unit with respect to his/her specific nature of work o Best/Notable practices of the site/Unit o Current problems/challenges the site/unit is facing o How it can be improved o Any other, based on the discussion with Reporting Officer/Section Head/Head, HRD EVALUATION Report on the learning / insight gained from the unit / site visit must be submitted to Reporting Officer and HRDC Coordinator within ten days of the completion of the visit. NIPUN FORMAT 4 is to be used by the Supervisor Trainee for this report. 11

2G. MODULE SM6 ON THE JOB LEARNING (OJL) 245 days

BRIEF DESCRIPTION OF ON THE JOB LEARNING MODULE To make the Supervisors become fully productive at the earliest, it is necessary that their learning needs are taken care of and they also learn in the actual working environment. During OJL, not only they should acquire desired skill level but also made to understand the necessity of continuously enhancing their functional skill level keeping in view the companys expectations. Out of all training methodologies, 'Planned On the Job Learning has been found most effective especially when new skills are to be learnt fast. Therefore for balance period of 245 days after completing training at HRDC/HRDD,the focus must shift on a serious Planned Job Specific Learning. This must be designed by the Reporting Officers of the Supervisor Trainees, in consultation with Section Head/HOD and Head, HRDC. The

Reporting Officers are requested to seek input from the concerned HODs while designing On the Job Learning Module for Supervisor Trainees. The Reporting Officer is expected to play the role of a Coach and Guide in grooming / developing his or her Supervisor Trainee.

Module SM6

Title SM6(A) Intra departmental awareness SM6 (B) Allied area awareness SM6 (C) Job Specific Training

Duration & Evaluation 6 days Report [Max. Marks-25] 12 days Report [Max. Marks -25] 227 days Report [Max. Marks-50] 12

2H.

MODULE SM6 (A): INTRA DEPARTMENTAL AWARENESS -6 days

Supervisory Trainees are required to visit under this module, each section of the Department with the prime objective to understand the various activities and processes of the department in which he/she has been posted. The Reporting Officer must ensure that his / her trainee interacts with key personnel of every section in the concerned Department and gets a clear idea about the Departments activities. It is also expected that the trainees are exposed to the ISO, HSE, TQM and Safety requirements of the Department. LEARNING OBJECTIVES To enable the Supervisor Trainees to have a clear understanding about the activities and working of the departmentin which he / she has been posted. CONTENTS - Knowledge of operation of systems / sub-systems, documentation and specifications, procedures and practices in the area of work. -Knowledge of all the machines and equipments in the area (Hands-on experience) METHODOLOGY - Interactions, observations, discussions and practical learning at the place of work, in consultation with Reporting Officer and Section Head. The trainees should be briefed by Section Head / Reporting Officer and given a list of questions (FAQs) on the various activities performed in the department. The trainee should seek answer to every question while interacting with various personnel of the Department and submit the brief report ( ReferNipun Format 2) to Section Head and Reporting Officer.The trainee under this module would FOCUS on the following: o Familiarization and understanding of various activities, systems, operations, MIRs procedure, manuals etc. of the department. o Understand complete functioning of the department and interdependence with other departments. o See various machines and equipment and know their uses. o Appreciate the role of supervisors in the concerned department. o IMPORTANT: Appreciate the issue of quality, productivity, cost consciousness and timely delivery from the perspective of concerned department. EVALUATION- At the end of the module, a report (NIPUN FORMAT 2) should be prepared and submitted to the HRDC with a copy to the Reporting Officer.

13

2I.

MODULE SM6 (B):ALLIED AREA AWARENESS 12 days

Supervisory Trainees are required to visit allied area (with regard to the department, where he/she has been posted) under this module, with an intent to understand the various activities and processes of the related/allied area. The trainee must study how the coordination between his/her parent department and related area can be improved for better effectiveness. Suggestive list of Allied Area is given in the Annexure. LEARNING OBJECTIVES To familiarize the Supervisor Trainee with the activities of the allied areas with a view to interface with ones own area of work. CONTENTS -Knowledge of the main activities and systems of the specific allied area. -Knowledge of different machines &equipments being used in the area. METHODOLOGY The Reporting Officer in consultation with Section Head and Head, HRDC/HRDD shall plan the allied area visit for the Supervisor Trainee. There must be a detailed plan for all the 12 days with regard to the Section to be visited and the personnel whom Supervisor Trainee is expected to meet. EVALUATION At the end of the module, a report(NIPUN FORMAT 2) should be prepared and submitted to the HRDC with a copy to the Reporting Officer. NOTE:Reporting Officer of the Supervisor Trainee is expected to submit the filled in NIPUN 2012 FORMAT 1 to HRDC / HRDD before the commencement of Intra Departmental Awareness and Allied Area Awareness.

2J.

MODULE SM6 (C): JOB SPECIFIC TRAINING 227 days

This is a very important part of the Supervisor Training one year training module. Job Specific Training will help Supervisor Trainee in taking up their roles and responsibilities more seriously and living their role more effectively. LEARNING OBJECTIVE o To understand the roles and responsibilities of a Supervisor. o To make the Supervisor Trainees become fully productive at the earliest o To enhance the effectiveness of Supervisor Trainees by enhancing their competencies.

14

METHODOLOGY This Module is to be planned by the Reporting Officer in consultation with Section Head and HOD. Reporting Officer will do continuous monitoring, give guidance and support for ensuring successful Job Specific Learning. CONTENT o In-depth knowledge of Departmental work procedures and work considerations. o Knowledge of and involvement in - Inputs, processes, outputs, various measurements, standards, quality checks, MIRs, Audits of the

section/department o Task/Project assigned by the Reporting Officer

EVALUATION The monthly monitoring for Job Specific Learning is to be carried out as per the NIPUN FORMAT 3. Trainees have to prepare a final report regarding their learning/knowledge gained.

2K.

PLANNED JOB SPECIFIC TRAINING

Planned Job Specific Training comprises planned instructions delivered at the work site, centered on what the performer need to know or do to perform competently. PJST is synonymous with the Job Instruction Training of the TWI (Training within Industry). It consists of organized learning activities conducted in the work setting by a supervisor or some other knowledgeable person who demonstrates a job task to a trainee and then provides guided practice when appropriate. This can be monitored by the Reporting Officer. Usually, it involves one-to-one instruction.

15

PROCEDURE FOR CONDUCTING THE JOB SPECIFIC TRAINING Decide the place of posting and Reporting Officer of the Supervisor Trainee Head of the Section in consultation with HOD has to decide the area where Supervisor Trainee will be posted and who will be his / her Reporting Officer. Prepare Job Description A job description is a narrative statement of the main activities to achieve the organizational goals and also shows reporting relation. Task Analysis Task analysis is carried out to understand the various requirements of a task. It describes what the individual does in performing each task and sub-task. Skill Analysis After defining various tasks and activities to be carried out for each task, it is essential to identify the set of skills required for expediting the task effectively. For identifying the skill, every task and related activities should be identified carefully. Identifying the Skill Gap On the basis of ones own managerial judgement / observation, the Reporting Officer can assess the skills possessed by the concerned Supervisor Trainee. By comparing the skills required and those possessed by the Supervisor Trainee, gaps may be identified. Making the Planned On The Job Training Plan Based on the above, a Job Specific Training Plan covering the entire duration of the training period should be prepared. Reporting Officer is advised to take the view of HOS, HOD and Head, HRD in this matter. Conducting the Planned On the Job Training Reporting Officer must ensure the success of On the Job Training by continuous monitoring, motivation and follow up. Any deviation/discrepancy shall be brought to the notice of Head/HRD and/or concerned HOD.

16

NIPUN 2012: Chapter -3

ADMINISTRATIVE REQUIREMENTS 3A. UNIT TRAINING COORDINATOR
An executive (E2 & Above) in the HRDC/HRDD shall be the In-charge of the implementation and overall coordination of the training. He/She should have a regular interaction with the Reporting Officers and the Supervisors Trainees. Any lacunae / deviation with regard to the implementation of NIPUN 2012 should be brought to the notice of Unit Training Coordinator and Head HRDC / HRDD. HRD Team will take up the matter with the appropriate authority. Once the trainees are posted in the departments, HRD Training Coordinator is supposed to monitor their progress by seeking feedback from the Reporting Officers. He/She can arrange few interactive sessions on organizational issues like, Quality, Cost, Delivery, Productivity etc. where Supervisor Trainees and Reporting Officers are participants and can share new ways of improving system/processes. These interactive sessions must be after 2 months of On the Job Learning exposure. The frequency of such sessions can be worked out independently by HRDCs/HRDDs.

3B.

REPORTING OFFICER
After completion of modules SMO to SM4, the Supervisor Trainees shall be allocated to specific departments and each trainee shall be asked to report to, an executive, usually of the rank of E2 and above. The first reporting officer plays an important role in grooming the Supervisor Trainee. Hence, only such executives who are highly knowledgeable and skilled giving superior performance, possessing positive attitude and development orientation should be chosen as the first Reporting Officer for a Supervisor Trainee.

3C.

EVALUATIONS
The trainees have to attend all the modules and tests organized from time to time and submit the necessary reports. No training/learning modules in whole or part would be organized separately for absentees even if the absence is with sanctioned leave or on account of late joining. Non-appearance in tests is deemed as absence and it entails loss of modules and non-submission of reports will also lead to loss of marks.

17

The marks allocated for each module is given in the following table:

Module SM0 SM1 SM2 SM3 SM4 SM5 SM6 SM7 SM8

Description Joining Formalities Organization Familiarization Module Unit / Region Familiarization Module Functions Familiarization Module Personal Effectiveness Module Site / Unit Visit On the Job Learning Evaluation by HRDC/HRDD a) Absorption Test b) Interview Total:

Duration/Days 6 3 12 13 13 6 245

Marks

10 20 20 20 30 100 50

1 1 300 days

80 20 350

Note: (i) The evaluation process for SM1 to SM4 is mentioned in Chapter 2 alongwith module details. (ii) Distribution of marks among SM5 & SM6 is to be decided by Reporting Officer in consultation with Section Head / HOD and Head, HRDC. (iii) 30 Marks allotted for SM5 will be based on the Report submitted by the Trainee (Nipun Format 4). (iv) 100 Marks allotted for SM6 is distributed in 3 parts A) Intra departmental awareness (25 Marks), B) Allied area awareness (25 Marks) and C) Job Specific Learning (50 Marks). For A & B Nipun Format 2 is to be used. For C, Nipun Format 3 is to be used. Nipun Format 3 is Monthly Feedback Format during On the Job Training stage. Hence, the Reporting Officer can decide to give the final marks (out of 50) based on the Trainees overall performance during OJT stage. The mark secured by Supervisor Trainee in the monthly evaluation (Format 3) is to be taken into account while calculating Final marks. 18

(v) Evaluation by HRDC/HRDD will include following parameters: o Punctuality& Attendance o Adherence to Dress/Uniform Code o Seriousness shown towards training programme o Timely Submission of Reports & Formats o Conduct & Discipline as per CDA Rules

Each parameter has weightage of 10 marks, thereby total becomes 50 marks.

(vi) Unit/Region level committee to be approved by Unit/Region Head (HR) shall conduct interview. Supervisor Trainees must appear for the final interview with all the necessary reports.

3D.

ATTENDANCE REQUIREMENTS
The trainees must register attendance of minimum of 90% of the number of working days during the complete training period of one year from the date of joining. This means, trainees cannot avail leave, with or without pay, to an extent of more than 10% of the number of working days even if leave beyond this is available to their credit. In case of shortfall of attendance the trainees will not be allowed to appear for the written test and interview (module SM8) and their training will be extended by a period of six months. For any extended period also, the requirement of attendance shall be a minimum of 90% of the number of working days in the extended period. After which the trainees are required to appear for module SM8. Any unauthorized absence will attract in addition to these provisions, the provisions of service rules, standing orders and code of conduct as formulated by the company from time to time.

3E. ABSORPTION TEST AND INTERVIEW

3E1. Qualifying Criteriafor SM8 - To appear in the Written Test/Interview ( SM8), Supervisor Trainee must secure minimum 40% marks in individual modules and 50% marks in the aggregate of the modules SM1, SM2, SM3, SM4, SM5 and SM6 to become eligible for appearing in test. Apart from marks, trainees must fulfill the attendance requirements (as mentioned in 3D). 19

3E2. Written Test 80 Marks The objective of Written Test is - to assess the level of functional knowledge acquired by the Supervisor Trainee which was imparted through classroom training at HRDC / HRDD and the knowledge gained during site visit / Onthe Job Learning (OJL). The written test shall be a blend of objective and subjective type questions. The Training Coordinator at HRDC/HRDD is expected to prepare the question paper which shall cover different modules. Regarding OJL Area, the training coordinator is supposed to collect few questions from the Reporting Officer of the Supervisor Trainee, which should be part of question paper. 3E3. Interview 20 Marks The Interview Committee is to be constituted by Head (HR) of the concerned Unit/Region. The Committee may decide the modalities and duration to conduct the final absorption interview for the Supervisor Trainees. Supervisor Trainees must carry all the Reports (of Module SM6) and Monthly Feedback Formats, while appearing for the Interview. 3E4. Final Qualifying Criteria a) Trainees must register attendance of minimum of 90% of the number of working days during the complete training period of one year including extended period, if any. b) Trainees must secure minimum 50% marks in the aggregate of the modules SM1, SM2, SM3, SM4, SM5 and SM6. c) Obtain also at least 50% marks in the aggregate of written test, and interview in the module SM8.

3F. ABSORPTION AFTER COMPLETION OF TRAINING

3F1. Successful Completion The training is deemed to be completed only when a trainee fulfils the requirements of the Final Qualifying Criteria mentioned in 3E4. Successful trainees will be absorbed as Assistant Engineer/Officer GrII in the regular cadre of the company. 3F2. Date of Absorption The date of absorption of the Supervisor Trainee in regular cadre will be immediately after the completion of one year training or completion of the extended period (s), if any. In case, any leave without pay has been availed during the entire training period i.e. including extended Training if any, the date of absorption will be determined after adjustment of period of such leave(s). This means that the date of absorption shall get shifted by the same number of days, which is equal to the number of days of leave without pay.

20

3F3. Award/Recognition Top 3 Supervisor Trainees shall be awarded Rs 5000/- (Rupees Five Thousand) , Rs 4000/- (Rupees Four Thousand) and Rs 3000/- (Rupees Three Thousand) respectively at the Unit/Region level after the Final Evaluation. Along with the cash prize, the Prize winners shall get letter of appreciation from Head of the Unit/Region in a function on the BHEL Day/26th January/HRD Day etc. The minimum batch size for award purposed will be 15 Supervisor Trainees. In case of tie, the trainees with higher marks in Absorption Test & Interview shall be awarded.

3G. REGULAR TESTS ON VARIOUS MODULES OF TRAINING

Supervisor Trainees have to attend all the training modules and tests organized by HRDCs/HRDDs or outside training center from time to time and submit reports. It will not be possible for HRDCs/HRDDs to take re-test for absentees even if the absence is for valid reasons with sanctioned leave, therefore it is in the interest of trainees to ensure that they appear for all the tests and submit reports.Non-submission will entail loss of marks. Absorption test will be conducted at unit level and shall consist of written test and interview as outlined earlier.

3H.

RE-EXAMINATION
It will be necessary to obtain qualifying marks i.e. 50% in modules SM1 to SM6 before appearing for module SM8 and any failure to secure required marks will lead to extension of training by six (6) months and they will not be allowed to take test under SM8 module. In case trainee failed to secure 50% marks in module SM8, it will also lead to extension by 6 months and he/she has to re- appear for examination after extended period. 90% attendance rule shall remain applicable during extended period of training also.

3I.

EXTENSION OF TRAINING
Training period will be extended by six (6) months if: (i) (ii) (iii) (iv) (v) Shortfall in attendance i.e. less than 90% of working days. Failure to secure 50% marks in modules SM1 to SM6. Failure to secure 50% marks in module SM8. Non-appearance for written test or interview of module SM8. Any misconduct as per CDA Rules of the company. 21

3J.

TERMINATION OF SERVICE
If a trainee fails to qualify at the end of the second extended period on the basis of marks or attendance or non-appearance in examination or interview, his/her services shall be terminated by BHEL. Thus, in effect, a trainee is allowed a maximum of two extensions of six months duration each.

3K.

DISPUTES RESOLUTION/ CLARIFICATIONS

In case of any dispute arising out of training scheme of Supervisory Training, the matter will be referred to HRDI and decision of Head (HRDI) shall be final and binding.

3L. CONCLUSION
o Classroom sessions will be conducted generally at the HRDC/HRDD. o Supervisor Trainees may be posted to factories, offices, erection and commissioning, sites, customers or suppliers works for on the job training as per requirements. o Supervisor Trainees have to attend any of the shifts whenever and wherever required. o The inputs will be oriented towards practical application of concepts and theories with emphasis on the practices followed in the company. o Supervisor Trainees will be under the administrative control of Head of HRD for the entire training period till their absorption. o Divisions not having own HRDC/HRDD, Supervisor trainees will report to Personnel Heads or their nominees. The induction, training & grooming of Supervisor Trainee is an important HR/HRD activity. The opportunity to learn & grow is an inherent part of BHEL culture. A trainee must realize that learning & growth is in his/her hands. Reporting Officer and Training Coordinator has to play the major role in grooming a trainee. At the same time, the trainee must possess an attitude to learn & perform.

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NIPUN 2012: Chapter -4

ANNEXURE & FORMATS
SUGGESTIVE LIST OF ALLIED AREAS For the Supervisory Trainees, the following is a suggestive list of allied areas for familiarization. The final decision on this rests with the Reporting Officer, Head of the Section and HOD who may choose from within or outside of the list. MAIN AREA 1. Engineering ALLIED AREAS a) b) c) d) e) f) g) 2. Production a) b) c) d) e) f) g) 3. Erection a) b) c) d) e) 4. Maintenance a) b) c) d) e) Standards Technology Production Erection / Field Engineering Purchase Commercial Quality Assurance Planning Tools, Jigs & Fixtures Industrial Engineering Maintenance Personnel Commercial Quality Assurance Engineering Production Testing Product Maintenance Product Quality Production Tools, Jigs & Fixtures Metrology Purchase Personnel 23

5.

Quality

a) b) c) d) e) f)

Engineering Production Tools, Jigs & Fixtures Maintenance Purchase Commercial Engineering Material Planning & Control Stores Quality Finance Production

6.

Purchase

a) b) c) d) e) f)

7.

Technology

a) b) c) d) e) f) g)

Engineering Tools, Jigs & Fixtures Production Industrial Engineering Quality Commercial R&D Engineering PPC/Shop Planning Technology Production Materials Management Commercial Engineering Technology Planning Purchase Stores Commercial 24

8.

Planning (PPC/Shop Planning

a) b) c) d) e) f)

9.

Material Planning

a) b) b) c) d) e)

10.

Testing

a) b) c) d) e)

Engineering Production Quality Erection & Commissioning Metrology

11.

Commercial

a) b) c) d) e) f)

Engineering Testing Erection & Commissioning Purchase Finance Production

12.

Information Technology

a) b) c)

Communication Electronic Maintenance Standardization Codification and

d) e)

Procedures and Systems Concerned areas. applications

13.

HR

a) b) c) d) e) f) g) h)

Planning & Development Industrial Engineering Information Technology Finance Public Relation Corporate Communication Quality HSE/ Township/Major Shop HR Planning & Development Information Technology Industrial Engineering Internal Audit 25

14.

Finance

a) b) c) d) e)

Nipun Format -1
(to be filled by Reporting Officer of Supervisor Trainee) Job Description & OJL Plan Reporting Officer: Designation: Staff No. Contact No/ e- mail id: Mobile No: Section / Deptt.&Unit: (A) Plan for : a. Intra-departmental Awareness ( 6 days) b. Allied Area Awareness (12 days) Areas to be covered Date/ Person to meet Main learnings intended

Supervisor Trainee: Staff No. Contact No. e-mail id: Mobile No:

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(B) 1.

Main tasks assigned & criteria for evaluation

2.

3.

4.

5.

(C) When Mr./Msbecomes Asst. Engineer/Officer GrII, I expect him/her to have: (please mention 3 in each area listed below)

Knowledge of:

Skills like:

Attitude of:

Signatures-Supervisor Trainee Head Reporting Officer Section

(This format is to be submitted back to) Head/HRD 27

Nipun Format -2
Report for Intra-Departmental Awareness & Allied Area Awareness Note:The table below and A, B, C - to be filled up by Supervisor Trainee separately for SM6 (A) and SM6(B) Areas/Sections Covered Personnel Interacted Key Learning

(separate sheet may be enclosed if required) A. Best/Outstanding/Notable Practices observed:

B. 3 ideas/suggestions to improve system/practices in the Department(where ST is posted):

C. How can I make my contribution more productive & positive:

D. Marks obtained ( to be filled by Reporting Officer) out of 25: . (Please use this format separately for SM6 -A & SM6 B)

Signatures-Supervisor Trainee Head

Reporting Officer

Section

28

(This format is to be submitted back to) Head/HRD

Nipun Format -3
Monthly Feedback Format - On the Job Learning Report for the month of..

1. Please list the key-work done during the month. ( to be filled by Supervisor Trainee by 7th of every month) 1. 2. 3. 4. 2. Performance of ST during the month (to be filled by Reporting Officer) (please tick the appropriate box) Exceeds Expectations Meets Expectations Yet to Meet Expectation

3. Suggested areas for improvement:: Technical: Behavioural:

4. Marks scored on a scale of 1 to 10 : ( 1 lowest score; 10 Highest score) : .. Reporting Officer Signature: Name: Section/Dept: Any other feedback/comment: Supervisor Trainee Signature: Name: Contact No: Any other feedback/comment:

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Signatures-Supervisor Trainee Head

Reporting Officer

Section

(This format is to be submitted back to) Head/HRD

Nipun Format 4 Site/ Other unit visit report

ST Name: _______________________ Site/ Other _________________________ Unit visited: _________________________ Staff No:____________________ Period of Visit: From ___________ To:____________

Write a brief report on the following Uniqueness of Site/ Unit Equipments under erection and commissioning/Major Products Customers needs, expectations and business requirements BHEL equipments, services and areas needing improvement Customer/Other unit perceptions about your Unit Ways to improve this perception Notable Practices and Procedures at Site or Other Unit

___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ 30

___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ Supervisor Trainee Signature: Contact No. 31

Comments of Site/Unit In-charge/Authorized HR/HRD Personnel: He/ She was present from _________________ to ______________________ Any special comment/observation about Supervisor Trainee: Name & Signature of Authorized Personnel: ........................................................................................................................... Comments of Reporting Officer:..

Evaluation by Reporting Officer/ Guide: _______ [Out of 30 Marks]

Signature:__________________________ Date: ___________________ Name: ______________________________ Staff No: _______________

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