1.0 PHILOSOPHY: 1.

1 The basic philosophy of the guidelines is to make training an effective instrument in transforming NTPC into a learning organisation 2.0 OBJECTIVES: 2.1 The objectives of the guidelines are to: 2.1.1 Make learning one of the fundamental values of the Company 2.1.2 Ensure value addition through training to the overall business process 2.1.3 Institutionalise learning opportunities that supplement work experience 2.1.4 Integrate organisational and individual developmental needs 2.1.5 Enable employees to keep abreast with the latest knowledge and skills and enable them to undertake current and future responsibilities in a more effective manner. 2.1.6 Provide linkages between the different functionaries of training activity 2.1.7 Provide linkages of training activity with overall Human Resource function. 3.0 COVERAGE: 3.1 The Training System shall cover all regular employees of the Company nominated for training. 4.0 DEFINITIONS: 4.1 Training: Training shall include a training programme, seminar, convention, workshop, symposium or any other structured learning or developmental programme, based on organisational needs and/or Training Need Analysis. 4.2 Training Year: Training Year shall mean a period of one year commencing from 1st April till 31st March of the subsequent year. 4.3 In-house Training Programme: A training programme designed, developed and conducted within the Company, exclusively for the regular employees of the Company, with or without the assistance of external agency (ies). 4.4 External Training Programme: A training programme designed, developed and conducted within India, by an outside agency, not exclusively for the employees of the Company, and to which one or more employees of the Company may be nominated.

Training System

4.5 Planned Intervention: A grade/level/category-wise in-house training programme, normally based on a template course design, and conducted to improve competency base of employees as felt necessary by the organisation. The List of current Planned Interventions is given in Annexure I. 4.6 Need-based Programme: A training programme, designed, developed and conducted on the basis of the developmental needs felt and identified for the employees concerned in the Training Needs Form. 4.7 Specified Intervention: An external training programme or an in-house training programme other than a Planned Intervention or a Need-based Programme, conducted to improve certain specified competencies, as felt necessary by the organization.

4.8 Classification of Training Needs (for Need-based Programmes): 4.8.1 Essential: Developmental needs which, if not met, may affect job performance 4.8.2 Desirable:. Developmental needs which are necessary for personal development and growth. 4.8.3 Short-term: Developmental needs which need to be fulfilled for immediate job performance. 4.8.4 Long-term: Developmental needs which need to be fulfilled for future job performance, in next two years or so. 5.0 TRAINING TARGET: 5.1 It shall be the endeavour of the Company to provide seven mandays of training in a training year to every employee. 5.2 Employees shall make full use of the Training Systems to support this endeavour to create a learning organization. 6.0 AGENCIES OF TRAINING: 6.1 The agencies that shall deal with the training function in the Company shall include:

Training System

6.1.1 Power Management Institute: PMI shall be the apex-training institute and the nodal agency for Training for the Company. It shall cater to the advanced training needs of all executives of the Company. In case of employees of Corporate Centre, it shall cater to the training needs of both executives and non-executives. It shall specialise in Management Development and advanced technical areas including Information Technology and shall serve as knowledge dissemination centre for the Company as a whole. It will also engage in research and consultancy. 6.1.2 Unit Training Centres: Unit Training Centres shall cater to the training and development needs of the employees of the respective units. 6.1.3 Simulator Training Centres : The Simulator training centres at Korba & Kawas, designed to produce real time behaviour of the Thermal and gas modules respectively, shall cater to the needs of the corporation. In addition, depending on the availability of resources, the Simulator training centres would also provide training to external agencies / organisations, on commercial terms. 6.1.4 Regional HR group : The Regional HR group shall cater to the training and development needs of the employees of the respective region. Wherever it is not feasible

for the Unit Training Centres to organise a specific programme, Regional HR group would organise such a programme for the employees in the entire region. It would also take an active and proactive part in finalisation of the training calendars of each unit within the region. 6.1.5 Corporate HR Group: HR Group shall co-ordinate external training programmes for all the employees of Corporate Centre. It would also co-ordinate specified interventions for targetted groups. 6.1.6 Departmental Training Co-ordinator: The Head of each Department shall nominate an executive who shall, besides his normal functional assignment, co-ordinate the training and related matters for the employees of the department. It shall be the responsibility of the Departmental Training Co-ordinator for conducting Training Need Analysis and so ensuring nomination of the employees of the department concerned to training programmes that the Training Target of 7 mandays of training for every employee in a training year is achieved.

Training System

7.0 TRAINING NEED ANALYSIS (TNA): 7.1 The objectives of Training Need Analysis are to 7.1.1 systematically identify developmental needs of employees 7.1.2 integrate so-identified individual needs with organisational needs 7.1.3 enhance relevance and acceptance of training programmes 7.2 Employees would identify their training needs once in two years. This is as per the Training Plan implemented in 1998. 7.3 Each employee will identify his/her training needs in a maximum of four areas in consultation with his reporting officer. The training needs expressed should be related to the employees present responsibilities and his likely areas of future assignments. 7.4 Training Needs would be classified as Essential and Desirable along two time-frames of short-term (for immediate job performance) and long-term (for future job performance, in next two years or so ). 7.5 The identified needs would be prioritised in the following manner and would be addressed accordingly: 7.5.1 Priority A Essential Short-term 7.5.2 Priority B Desirable short-term

7.5.3 Priority C Essential long-term 7.5.4 Priority D Desirable long-term 7.6 Training needs identification in case of executives would be done by the executive concerned in consultation with his/her Reporting Officer in the Training Needs Form enclosed at Annexure II. 7.7 Training needs identification in case of non-executives would be done by their Reporting Officers in the Training Needs Form enclosed at Annexure III. 7.8 The Departmental Training Co-coordinator shall trigger the TNA exercise from 1st September, every second year, with the distribution of Training Need Forms. He/she would consolidate and submit the filled up Training Need forms of Executives and NonExecutives, of his/her department concerned to the respective Training Centre by 30th October.

Training System

7.9 In case of projects/stations/units, based on such Training Need forms, a Departmentwise analysis would be done by the Training Centre of the Unit and discussed in Site Management Committee/Heads of Department for evolving the yearly Training Calendar for the next two years, by 15th November. 7.10 With a view to integrate the process of evolving of the Training Calendar and to utilise Training resources optimally, the finalisation of Training Calendars would be done by Heads of Training in association with the Head of Personnel of the respective Regions by 30th November. 7.11 In case of advanced training needs where it is not possible for the Training Centres to design and conduct programmes, the same should be forwarded to PMI for designing and conducting Company-level programmes and incorporation of the same in its Training Calendar. For this purpose, the Heads of Personnel of Regions and PMI shall meet before 15th December for sharing Training Calendars of the Projects/Stations of the respective Region and for providing inputs to the Training Calendar of PMI. 7.12 In case of training needs expressed by only a few employees and it is not viable to design and conduct programmes at the project/station level, the Heads of Personnel / HR of each Region would explore the possibility of conducting the programmes at the Regionlevel either at the Regional Headquarters or in any of the Projects/Stations of the Region, so that the training needs are not left unfulfilled for want of number of employees. 7.13 In case of Company-level need-based programmes, the Training Need Analysis forwarded by individual projects/stations and Corporate Centre would be consolidated by PMI and the yearly training calendar for the next two years would be prepared accordingly, by end February.

7.14 In case of Corporate Centre, the Training Need forms and Department-wise analysis would be consolidated by PMI and the yearly supplementary training calendar for the next two years would be prepared accordingly, after discussion with and acceptance of the EDs/GMs of the respective departments, by 15th December. 8.0 TRAINING CODE DIRECTORY 8.1 A training code directory, listing out codes for various training courses/programmes shall be evolved, maintained and circulated by PMI for uniform compilation and classification of training needs identified and training programmes attended by employees.

Training System

8.2 The needs may be analysed on the basis of the training course codes given in Code Directory. All such courses, which do not appear in Directory, shall be marked as AAAA for initial consideration/registration. Subsequently these would be reported to PMI for inclusion in the Code Directory.

9.0 TRAINING CALENDAR:

9.1 The Heads of training from the Projects / Stations would meet in the Regional Head Quarter during 1week of January to share training calendars. They would also provide inputs to RHQ / PMI regarding programmes to be assigned to RHQ / PMI, from out of the training needs identified by the employees of their respective projects. 9.2 Each Training Centre/PMI shall bring out, by 15th February every year, a Training Calendar, specifying the schedules of the programmes, both planned interventions and need-based interventions, planned to be conducted by it during the following training year. 9.3 Each Training Centre shall circulate on bi-monthly basis calendar of programmes scheduled for the next two months to all HODs and other Training Agencies. 9.4 The Training Calendars of the various Training Centres and of PMI would be widely made available to all departments/sections at all plants/offices. Copies of Training Calendar would also be kept in the Central Library of the Unit. Copies of Training Calendar of one Project/Station would be circulated to other Training Centres and PMI by 15th March, for need-based utilisation. 10.0 NOMINATION SYSTEM: 10.1 The objectives of the nomination system are 10.1.1 to ensure that employees are nominated to training in areas which are relevant to their duties or which have been identified as their developmental needs 10.1.2 to ensure that opportunities to attend training programmes are made available to all

employees to achieve the Training Target of average of seven mandays of training in a training year for each employee.

Training System

11.0 NOMINATION FOR TRAINING PROGRAMMES: 11.1 Planned Interventions: 11.1.1 The Training Centre/PMI would send to departmental training co-ordinators, schedules for the next three programmes of a planned intervention, who in turn shall seek preferences for nomination from the employees in the target group and send the list of employees to the Training Centre/PMI. 11.1.2 On the basis of the preferences received for nomination, the Training Centre/PMI shall send confirmation. 11.2 Need-Based: 11.2.1 The Training Agency will ensure that employees are normally nominated to programmes related to training needs identified. 11.2.2 An employee interested in attending any of the training programmes included in the training calender of the training centre of respective Unit or PMI should forward his/her request for nomination, through the reporting officer, at least two weeks before the commencement of the programme. 11.3 External Training: 11.3.1 Employees may generally be considered for nomination to training programmes only in the areas identified in the Training Needs Analysis and after verifying if a similar programme is being conducted in-house during the year. 11.3.2 Training centres shall, as far as possible, try to provide training to employees inhouse. Employees will normally be nominated for external programmes only for advanced programmes or where conducting the programme in-house is not feasible.

Training System

12.0 PRE-PROMOTION TRAINING FOR SC/ST EMPLOYEES: 12.1 The Departmental Training Co-ordinator shall ensure that employees of Scheduled

Caste and Scheduled Tribe categories are adequately nominated to training programmes. 12.2 The Training Centres/PMI/Corporate HR Group shall also endeavour to organise prepromotion training programmes exclusively for SC/ST employees. 13.0 CATEGORISATION OF PROGRAMMES: 13.1 On the basis of duration, training programmes would be categorised as 13.1.1 Short-duration Up to Three days 13.1.2 Medium-duration Four days to ten training days 13.1.3 Long-duration Above ten training days 14.0 LIMIT ON THE NUMBER OF PROGRAMMES: 14.1 An employee may be nominated for training programmes within the limits stipulated herein. 14.1.1 Short-duration Maximum of three in a year 14.1.2 Medium-duration Maximum of two in a year 14.1.3 Long-duration Once in two years 14.2 Relaxation of the limits on the number of training programmes for an employee in a year as stipulated in para 14.1 can be permitted by i) Head of the Project concerned/ In case of Non-executives & GM at CC Executives up to E4 ii) ED Up to E7 iii) Functional Director Full powers 15.0 INFORMATION REGARDING NOMINATION: 15.1 An employee will normally be informed through his Reporting Officer, by the Training Agency, regarding his/her nomination for the programme preferably with a notice of 15.1.1 3 days in case of short-duration progammes 15.1.2 7 days in case of medium-duration programmes 15.1.3 2 weeks in case of long-duration programmes

TRAINING EVALUATION:

18.1 The objective of training evaluation is to enhance value addition through training programmes by building on the strengths and by removing the shortcomings, if any, and measure the impact of training programmes on job behaviour. 18.2 Training Evaluation would be done at three levels: 18.2.1 Pre-training Evaluation 18.2.2 Programme Feedback 18.2.3 Impact Assessment 19.0 Pre-training Evaluation: 19.1 Pre-training Evaluation is aimed at detecting shortcomings in the programme design before the commencement of the programme. For this, in case of all in-house long-duration programmes, the Training Centre/PMI/HR Group, as the case may be, shall review the programme design, content etc. in the light of the feedback obtained from a sample of participants. 20.0 Programme Evaluation: 20.1 The Training Centre/PMI/HR Group, as the case may be, shall seek participant feedback at the end of the training programme in the Programme Feedback Form as in Annexure IV for making modifications/improvements in future programmes.

Training System

26.0 SHARING OF LEARNING: 26.1 Employees who have attended training programmes shall normally share their learning with other employees in fora like Professional Circles, Quality Circles, departmental meetings etc. 26.2 In case of medium and long-duration programmes for executives, the participant shall submit an action plan to his Reporting Officer, with a copy marked to the Training Agency, detailing the steps that would be taken by him/her for implementing the learning in his/her job. 27.0 GENERAL: 27.1 The system shall be reviewed from time to time to keep it in line with the latest trends in the area of Training and Development. The management reserves the right to modify, cancel, add or amend any of these provisions at any time.