TRAINING SYSTEM IN NTPC LTD.

SUBMITTED BY:-

PRIYANSHI KUMARI

MBA- HR

2nd Year, 3rd Semester

Enrollment No: A7002316006

Specialization: HUMAN RESOURCE

Under the guidance of:

Industry Guide: Faculty Guide:

MR. ANURAG SINHA DR. AZRA ISHRAT
MANAGER (HR) ASSISTANT PROFESSOR
NTPC LTD. PATNA ABS, LUCKNOW

SUMMER INTERNSHIP REPORT IN PARTIAL FULFILLMENT FOR THE AWARD OF FULL TIME MASTERS IN
BUSINESS ADMINISTRATION IN HUMAN RESOURCE (2016-18)

AMITY BUSINESS SCHOOL

AMITY UNIVERSITY, UTTAR PRADESH

!1
 DECLARATION

Title of project report is Training system in NTPC Ltd.

I understand what plagiarism is and am aware of the Amity University’s policy in this regard.

I declare that
The work submitted by me in partial fulfillment of the requirement for the award of degree MASTER IN
BUSINESS ADMINISTRATION IN HUMAN RESOURCE assessment in this SUMMER INTERN-
SHIP PROJECT is my own; it has not previously been presented for another assessment.

I declare that this SUMMER INTERNSHIP PROJECT is my original work. Wherever work form other
source has been used, all debts (for words data, arguments and ideas) have been appropriately acknowledged
and referenced in accordance with the requirements of NTCC Regulations and Guidelines.

I have not used work previously produced by another student or any other person to submit it as my own.

I have not permitted, and will not permit, anybody to copy my work with the purpose of passing it off as his
or her own work.

The work conforms to the guidelines for layout, content and style as set out in the Regulations and Guide-
lines.

Date: ------------- Name of student: Priyanshi Kumari

Enrollment no: A7002316006
Programme Name: MBA (HR)

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 STUDENT’S CERTIFICATE

Certified that this report is prepared based on the summer internship on “TRAINING SYSTEM IN NTPC
LTD.” from 6th June 2017 to 5th July 2017, under the guidance of Mr. Anurag Sinha in partial fulfillment
of the requirement for award of degree of Master of Business Administration in Human Resources Amity
University, Uttar Pradesh.

Date--------------------

--------------- ----------------- -----------------

Priyanshi Kumari Dr. Azra Ishrat Prof. Harsh Vardhan

Student Assistant Professor Director (ABS)

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 FACULTY CERTIFICATE

Forwarded here with a summer internship report on “TRAINING SYSTEM IN NTPC LTD.” submitted
by Priyanshi Kumari, Enrolment No- A7002316006, student of MBA (Human resources ) batch (2016-18).
This project work is partial fulfillment of the requirement for the degree of Master in Business Administra-
tion in Human Resources from Amity University Lucknow Campus, Uttar Pradesh.

--------------------------------
Dr. Azra Ishrat
Assistant Professor
Amity University,
Lucknow Campus

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 ACKNOWLEDGEMENT

I would like to thank employees of NTPC Ltd. for giving me an opportunity to intern with them. The train-
ing at the company was held over a period of 29 days. During this period I was guided by Mr. Anurag Sinha.
The project report and the learning process would not have been possible without his inputs and guidance at
critical points of the project. He imparted to me the knowledge of Training system and shared with me the
practical Training techniques. Under his guidance I was able to enhance my Human resource knowledge and
inter-personal skills.
During the course of the 29 days I also came across other people who put in their time and effort towards
acclimatizing me towards the working of their organization. I express my thanks to every one of them. These
29 days were very important to me as it helped me in going beyond the class room and get a practical feel of
how things works.

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 PREFACE

Theoretical knowledge is not sufficient for study. One cannot depend upon the theoretical knowledge. Class-
room makes the fundamental concept clear, but practical knowledge is as much as important like theoretical
knowledge. Practical knowledge play a significant role to develop managerial skills, it is necessary that they
combine their classroom's learning with the knowledge of real business environment.

It has not only helped me to enhance my knowledge about various fields of Human Resources, but also gave
new opportunities to enhance knowledge through practical understanding.

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Contents
EXECUTIVE SUMMARY ................................................................................................................................9
CHAPTER-1 .................................................................................................................................................... 11
THEORETICAL PRESENTATION OF THE TOPIC ..................................................................................... 11
Introduction ..................................................................................................................................................12
Training objectives ......................................................................................................................................13
Importance of training .................................................................................................................................14
Methods of training ......................................................................................................................................15
Trends in training .........................................................................................................................................18
CHAPTER-2 ....................................................................................................................................................19
ORGANISATIONAL PROFILE OF THE COMPANY ..................................................................................19
The background ............................................................................................................................................20
Vision ...........................................................................................................................................................21
Mission .........................................................................................................................................................21
Diversification .............................................................................................................................................21
Future prospect .............................................................................................................................................22
Environment management ...........................................................................................................................23
Human Resources.........................................................................................................................................24
Rewards & Recognitions..............................................................................................................................28
CHAPTER-3 ....................................................................................................................................................29
TRAINING SYSTEM IN NTPC .....................................................................................................................29
Introduction ..................................................................................................................................................30
Classification of Training program: .............................................................................................................30
Training need analysis ..................................................................................................................................34
Training calendar .........................................................................................................................................37
Nomination system.......................................................................................................................................38
Training database .........................................................................................................................................39
Training evaluation.......................................................................................................................................40
Scope of Training System in SAP ................................................................................................................41
CHAPTER -4 ...................................................................................................................................................43
PRESENTATION OF DATA AND ANALYSIS ..............................................................................................43
RESEARCH METHODOLOGY .................................................................................................................44
Research design ............................................................................................................................................44
Sources of data: ............................................................................................................................................44
Sample size- .............................................................................................................................................44
CHAPTER-5 ....................................................................................................................................................61
FINDINGS, CONCLUSION AND SUGGESTIONS......................................................................................61
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 CONCLUSION ............................................................................................................................................63
SUGGESTIONS...........................................................................................................................................64
ANNEXURE ....................................................................................................................................................65
BIBLIOGRAPHY ........................................................................................................................................69

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 EXECUTIVE SUMMARY

NTPC Ltd is known as National Thermal Power Corporation Limited, is an Indian Public Sector engaged in
business of generation of electricity.
NTPC Ltd. a MAHARATNA Company of the Government of India is the largest power generation in India. .
The headquarters of the company is situated at New Delhi. NTPC's core business is generation and sale of
electricity to state-owned power distribution companies and State Electricity Boards in India aim to be the
world’s largest and best power major.

Global competition technological advancement and transformation of traditional workplace are arising the
pressure on all the organization to improve the performance. Every organization needs to have well trained
and experienced people to perform the work that have to be done. If the current or potential job occupants
can meet this requirement, training is not important. Hence in order to improve the skill, abilities, knowl-
edge, morale, teamwork, problem solving and decision making capabilities of employee training is needed.

NTPC is involved in a variety of innovative training techniques So as to make NTPC learning organization.
This project talks about how NTPC train the employee, through which method and procedure they follow,
what are the techniques they are using. In nutshell the project is all about a training system in NTPC Ltd.

NTPC subscribes to the belief that efficiency, effectiveness and success of the organization, depends largely
on the skills, abilities and commitment of the employees who constitute the most important asset of the or-
ganization.

During the period of summer training at NTPC Limited Patna, I tried to understand the training system at
EDC and implementation of an integrated training system through ERP Software SAP.

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 OBJECTIVE OF THE PROJECT

• To develop understanding of training system in NTPC Ltd.

• To measure the impact of training programs and their effectiveness in NTPC Ltd.

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 CHAPTER-1
THEORETICAL PRESENTATION
OF THE TOPIC

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 Introduction

• Training is process to enhance knowledge , skills , attitude to complete a particular task. It is a short term
trailer made program to improve the performance of the employee.

• Training is the systematic set of the skills, knowledge and attitudes required by an individual to perform
effectively a given task or work.

• It refers to teaching or developing oneself or other skills, knowledge that is related to their field.

Training comprises of:

• The analysis and identification of training needs—All Training Programs must be directed towards de-
fined needs:

• Training can involve learning of various types and in various situations i.e. off the job, on the job, inside
the company or outside the company.

• It also involves use of many techniques like demonstration, coaching guided reading, lectures, practice,
discussions, case studies, role playing, assignments, projects, group exercises, programmed learning, semi-
nars, workshops, games, quizzes etc.

• Many people can develop these type of techniques, specially by company Trainers, Supervisors, man-
agers, colleagues or External Trainers and Educationists.

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Training objectives

Training objectives are formed according to company’s goals and objectives.

• To prepare the new and old employees to meet the present as well as future and changing require-
ments of job and organization.

• To give the new entrants the basic knowledge and skill needed for the performance of a specific job.

• To make the employees capable for performing current position efficiently and also prepare to cope
up with latest concepts, information and techniques and developing the skill sets that may need fur-
ther.

• To develop the knowledge , skills, attitude and potentialities of employee for performing effectively
and efficiently.

• To ensure smooth and efficient working of organization.

• To bridge the gap between “existing performance ability” and “desired performance”.

• To improve organizational performance and environmentcan result from a well planned training pro-
gramme.

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Importance of training

Training plays an important role in organisation i.e human resource department. It is necessary,

for successfully and smoothly running of the organization. The importance of training in an organization
are:-

• Optimum utilization of resources:-Training helps the employee to increase the knowledge , skills and
attitude that helps the employees to use the human resources efficiently that further helps the employees to
achieve the organizational as well as their individual goals.

• Development of skills and knowledge: - Training helps the employee to increasing the job knowledge
and skills at each level. It helps to expand attitude, skills and overall personality of the employees.

• Productivity:-Training improves efficiency and productivity of employees that leads to increase the
profitability of the organization and also helpful in achieve its long-term goals.

• Team spirit:-Training helps in developing the sense of inter-team collaborations, team spirit and team
work.

• Quality:-Training helps in improving upon quality of work and work-life. Well trained employees show
both quantity and quality performance. There is less wastage of time, money and resources if employees
are properly trained.

• Morale of employees- Training helps the employee to get job satisfaction and job security. The more
satisfied the employee is and the greater is his morale, the more he will contribute to organizational suc-
cess and the lesser will be employee absenteeism and turnover.

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• Supervision- A well trained employee will be do their job well hence less need of supervision required
Thus, there will be less wastage of time and efforts.

• Fewer accidents- Accidents are occur if the employees having lack of the knowledge and skills re-
quired for doing a particular job. The more trained employee having knowledge hence the less chances
of committing accidents in job .

• Chances of promotion- Every employee want promotion hence they acquire skills and efficiency during
training. To become more eligible for promotion.

Methods of training

• On-the-job training

• Off-the-job training

On-the -job Training :- It is considered to be the most effective method of training .Under this method, the
worker is given training at the work place by his supervisor. In other words, the worker train in the actual
work environment. It is based on the principle of “learning by doing”.

On -the- job Training methods are follows:-

1.Coaching

2. Mentoring

3. Job Rotation

4. Apprenticeship

5. Understudy

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Coaching:-Under this method, the supervisor imparts skills and job knowledge to his subordinate. It is one
to one Training .This method is very effective if the superior has sufficient time to provide coaching to his
subordinates.

Mentoring:

Mentoring is process in which mentor guide the trainee related to their their field .It is used for managerial
employees. It is also one-to- one interaction, like coaching.

Job rotation :-It is is used by many firms to develop all-round workers. The employees gain experience and
learn new skills in handling different types of jobs. It help the employee to prepare for any possibilities
changes in organization.

Understudy :-The superior gives training to a subordinate . The subordinate learns through experience and
observation. It prepares the subordinate to assume the responsibilities of the superior’s job in case the supe-
rior leaves the organization. The purpose of understudy is to prepare someone to fill the vacancy caused by
retirement , transfer , promotion and death of the superior.

Off-the- job Training :- off- the- job training method conducted away from the organization
environment .Off-the-job methods are concerned with both skills and knowledge in doing certain jobs. The
workers are free of tension of work when they are learning.

Off-the-job methods of training as described below:-

1. Lectures and Conferences

2. Vestibule Training

3. Simulation Exercises

4. Sensitivity Training

5. Transactional Training

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1. Lectures and Conferences:

Lectures and conferences are the traditional and direct method of instruction. Every training programme
starts with lecture and conference. It’s a verbal presentation for a large audience. However, the lectures creat-
ing interest among trainees and motivate them . The speaker gives details about subject in depth. In the
universities and colleges , lectures and seminars are the most common methods used for training.

2. Vestibule Training:

Vestibule Training refers to the near-the-job training, as it offers access to something new (learning). In
vestibule training, the workers are trained in a prototype environment on specific jobs in a special part of the
plant.

An attempt is made to create working condition similar to the actual workshop conditions. After training
workers in such condition, the trained workers may be put on similar jobs in the actual workshop.

3. Simulation Exercises:

Simulation is any artificial environment exactly similar to the actual situation. There are four basic simula-
tion techniques used for imparting training: Management games, case study, role playing.

4. Sensitivity Training:

Sensitivity training is also known as T-group training or laboratory . This training is about making people
understand about themselves and others , which is done by developing in them social sensitivity and behav-
ioural flexibility. It is ability of an individual to sense what others feel and think from their own point of
view.

It reveals information about his or her own concern , emotional , personal qualities and things that he or she
has in common with other members of the group.
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Trends in training

Todays , world is changing as faster , so that rapid change in technology create pressure on the organization
to improve the performance and cope of with the environment . organization need to adopt modern tools
and techniques that help the people to learn most efficient manner. traditional strategies are not sufficient
enough to faces the challenges. so that every organization need to adopt modern technique and tools to face
the challenges .

There are many new techniques that are adopting by organization:-

Mobile learning:- Todays world every people have mobile phone with him. Employee spend more time on
their smart phone. They use mobile devices to do a majority of the daily tasks including learning new con-
cepts.

Self directed Learning:- Organisational supported self directed learning process. trainee guide himself
through the learning process. Many organization go for this because this is flexible and reducing time and
expenses.

Adaptive Learning:- In adaptive learning , instructions are given based trainees perception and conve-
nient. It is ideal for most of the employees because low and average performance trainee improve their per-
formance.

Virtual reality :- Virtual reality is about to change the training and development landscape across organiza-
tions. With VR, the learners can have an immersive experience. The concepts of augmented reality can be
used to create a real environment for teaching complex concepts.

Measuring Effectiveness:-In training and development, nothing is more important than measuring the out-
come and taking the corrective measures to improve the effectiveness of the training process.

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 CHAPTER-2
ORGANISATIONAL PROFILE OF
THE COMPANY

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 The background

NTPC Ltd, is known as National Thermal Power Corporation Limited, is an Indian Public Sector engaged
in business of generation of electricity .It is a company incorporated under the Companies Act 1956 and a “
Government Company” within the meaning of act. The headquarters of the company is situated at New Del-
hi. NTPC's core business is generation and sale of electricity to state-owned power distribution companies
and State Electricity Boards in India.

NTPC became a Maharatna company in May 2010, one of the only four companies to be awarded this status.
NTPC was ranked 400th in the ‘2016, Forbes Global 2000’ ranking of the World’s biggest companies.

The total installed capacity of the company is 51,635 MW (including JVs) with 20 coal based, 7 gas based
stations, 1 Hydro based station and 1 Wind based station. 9 Joint Venture stations are coal based and 11 Solar
PV projects. The capacity will have a diversified fuel mix and by 2032, non fossil fuel based generation ca-
pacity shall make up nearly 30% of NTPC’s portfolio.

NTPC has been operating its plants at high efficiency levels. Although the company has 17.73% of the total
national capacity, it contributes 24% of total power generation due to its focus on high efficiency.

In October 2004, NTPC launched its Initial Public Offering (IPO) consisting of 5.25% as fresh issue and
5.25% as offer for sale by the Government of India. NTPC thus became a listed company in November 2004
with the Government holding 89.5% of the equity share capital. In February 2010, the Shareholding of Gov-
ernment of India was reduced from 89.5% to 84.5% through a further public offer. Government of India has
further divested 9.5% shares through OFS route in February 2013. With this, GOI's holding in NTPC has
reduced from 84.5% to 75%. The rest is held by Institutional Investors, banks and Public.

NTPC is not only the foremost power generator; it is also among the great places to work. The company is
guided by the “People before Plant Load Factor” mantra which is the template for all its human resource re-
lated policies. NTPC has been ranked as “6th Best Company to work for in India” among the Public Sector
Undertakings and Large Enterprises for the year 2014, by the Great Places to Work Institute, India Chapter
in collaboration with The Economic Times.
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Vision

To be the world’s leading power company, energizing India’s growth.

Mission

Provide reliable power and related solutions in an economical, efficient and environment friendly manner,
driven by innovation and agility.

Core Values: ICOMIT

Integrity
Customer Focus
Organisational Pride
Mutual Respect & Trust
Innovation & Learning
Total Quality & Safety

Diversification

The old adage "don't put all your eggs in one basket" is the key to the success of any organisation. The de-
sire to fuel the company’s growth, broad base its footprint and strengthen its competitive edge led NTPC to
diversify into sectors related to its core business of power generation such as hydro power, distribution, trad-
ing, coal mining, equipment manufacturing among others. It is now an integrated power major with presence
across the entire power value chain.

Diversification in these area are as follow:-

Hydro Power
Coal Mining
Power Trading
Ash Business
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Power Distribution
Equipment Manufacturing

Diversification growth

NTPC to be a 130 GW company by 2032 with diversified fuel mix and a 600 BU company in terms of gen-
eration.

Coal would continue as predominant fuel with 65% share of coal based capacity in the portfolio.

Non-fossil fuel based capacity would achieve a share of 30% and Thermal based generating capacity share
would be 70%.

Share of RE (including hydro) would be 28%

NTPC targets a market share of 25% in ancillary services and storage

NTPC aims to achieve 10% of the estimated market share for supply of electricity in E-mobility business

Future prospect

NTPC has formulated a long term Corporate Plan to become a 130 GW company upto 2032. In line with the
Corporate Plan, the capacity addition under implementation presently:

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Corporate Social Responsibility

• As a responsible corporate citizen NTPC has taken up number of CSR initiatives.

• NTPC Foundation formed to address Social issues at national level

• The welfare of project affected persons and the local population around NTPC projects are taken care of
through well drawn Rehabilitation and Resettlement policies.

• The company has also taken up distributed generation for remote rural areas.

• Partnering government in various initiatives

• Consultant role to modernise and improvise several plants across the country.

• Disseminate technologies to other players in the sector.

• Rural Electrification work under Rajiv Gandhi Garmin Vidyutikaran.

Environment management

• All stations of NTPC are ISO 14001 certified.

• Various groups to care of environmental issues.

• The Environment Management Group.

• Ash utilisation Division.

• Afforestation Group.

• Centre for Power Efficiency & Environment Protection.

• NTPC is the second largest owner of trees in the country after the Forest department

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Human Resources

At NTPC, it begins and ends with people. The company is deeply passionate about ensuring the holistic de-
velopment of all its employees as distinct individuals and good citizens. We currently employ approximately
23,133 Employees including employees in JVs and subsidiary companies.

Competence building, Commitment building, Culture building and Systems building are the four pillars on
which our HR systems are based. Man MW ratio improved to 0.54 in FY 2015-16 from 0.59 in 2014-15.

Our HR Vision

"To enable our people to be a family of committed world class professionals, making NTPC a learning or-
ganisation.”

Recruitment

We believe in the philosophy of 'Grow your own timber'. Our 'Executive Trainee' programme was introduced
in 1977 with the objective of raising a cadre of home grown professionals. First Division Post Graduates
and Graduate Engineers are hired through nation-wide open competitive examinations and campus recruit-
ments. Hiring is followed by 52 weeks of fully paid induction training consisting of theoretical input, on job
training, personality development & management modules.

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Career Advancement & Opportunities

We have a well established talent management system in place, to ensure that we fulfill on our promise of
meaningful growth and relevant challenges for our employees. Our talent management system comprises
PERFORMANCE MANAGEMENT, CAREER PATHS and

LEADERSHIP DEVELOPMENT.

Innovate, Create, Compete

We have introduced numerous initiatives which seek to enhance the creativity, innovation, functional apti-
tude and teamwork of our employees. These initiatives include the National Open Competition for Executive
Talent (NOCET), Professional Circles, Quality Circles, Business Minds and Medha Pratiyogita (a quiz for
our employees). A management journal called “Horizon” is published quarterly to enable the employees to
share their ideas and experiences across the Company.

Quality of Work-Life

NTPC is committed to provide the best available work life for its employees. In addition to ensuring safe
and aesthetically pleasing work places, NTPC actively encourages a culture of mutual respect and trust
amongst peers, superiors and subordinates.

Far removed from the buzz of cities, our townships are the epitome of serenity, natural beauty and close
community living. A range of welfare and recreation facilities including schools, hospitals and social clubs
are provided at the townships to enhance the quality of life & the well being of employees and their families.
An entire gamut of benefits, from child care leave to post retirement medical benefits are extended to em-
ployees to meet any exigency that may arise in a person’s life.

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Knowledge Management in NTPC

To meet our ultimate objective of becoming a learning organisation, an integrated Knowledge Management
System has been developed, which facilitates tacit knowledge in the form of learning and experiences of
employees to be captured and recognising for future reference.

Training & Development

NTPC subscribes to the belief that efficiency, effectiveness and success of the organisation, depends largely
on the skills, abilities and commitment of the employees who constitute the most important asset of the
company. We have developed our own comprehensive training infrastructure.

Education Up-gradation Schemes

'When you upgrade your employee’s skills, you upgrade your company', NTPC actively motivates its acad-
emically inclined employees to pursue higher studies which are in consonance with the needs of the recog-
nizing . NTPC has tie-ups with leading institutions like MDI, Gurgaon; IIT Delhi; BITS Pilani, etc on this
end. NTPC sponsors batches of employees who are inducted into their courses based on their performance
rating in the company and their performance in the entrance exam conducted by the respective institutes.
Unlike other study leave and sabbaticals, employees undergoing these courses do not forego their salary or
growth during the during the course.

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SWOT Analysis

Strengths

• Largest market share in domestic power generation and a broad customer portfolio across the coun-
try.

• Highly skilled and experienced human resources, exposed to state-of-the art technologies in project
execution and power generation.
• Navaratna status .

Weakness

• Functional orientation hampering cross functional perspective in decision making.

• Long and multi layered procurement process leading to long lead times and process delay.
• Gaps in HR systems such as performance management, rewards and incentives and career develop-
ment.

Opportunities

• Expand generation capacities by putting up thermal and hydro capacities; maintain the position of a
dominant generating utility in the Indian Power sector.
• Backward integrate into fuel management to exercise greater control and understanding of supply
economics.
• Execute increased number of power plants that classify for Mega Power Projects status, thereby re-
ducing the cost of the projects and power and power generated.

!27
Threats

• Stringent norms for approval of increase in capital costs for projects in event of time overrun.
• Stringent environmental norms in the future may add to the cost of generation.
• Absence of an independent regular for coal industry and the delay in private investments lending to
the risk of low availability of coal in the future

Rewards & Recognitions

NTPC Ltd. Created various awards and recognitions to motivate employees and also celebrate various
achievements, recognitions and the contributions behind such success. NTPC Ltd. won many awards &
recognitions like:-
• HR awards
• Safety awards
• Environmental awards
• Performance awards
• CSR awards
• Quality awards
• Individual recognitions

!28
 CHAPTER-3
TRAINING SYSTEM IN NTPC

!29
 Introduction

Everyone needs to improve their skills and training in one’s line of career or specialty helps one to
improve their skills. Training is important as it helps in providing quality work, great customer service,
keeping up with technology and staying ahead of one’s competition. Training is also important as it activates
new ideas, further understanding of the job and helps one to understand business priorities.

The basic philosophy of the guidelines is to make training an

effective instrument in transforming NTPC into a learning or-
ganization.

Coverage: The training system shall cover all regular em-

ployees of the Company nominated for training..

Training at NTPC Limited include a training programme, seminar, convention, workshop, symposium or any
other structured learning or developmental programme, based on organizational needs and / or Training
Need Analysis.

Classification of Training program:

In-house Training Program: A training program designed developed and conducted within the Company,
exclusively for the regular employees of the company, with or without the assistance of external agency
(IES).

External Training Program: A training program 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.

Planed Intervention: A grade / level / category – wise in – house training program, normally based on a
template course, design and conducted improve competency base of employees as felt necessary by the or-
ganization

!30
Need – Based Program : A training program, designed , developed and conducted on the basis of the de-
velopment needs felt and identified for the employees concerned in the Training Needs Form.

Classification of Training Needs (for Need-based Program):

Essential: Developmental needs which, if not met may affect job performance.

Desirable: Developmental needs which are necessary for personal development and growth
It is endeavor of the NTPC Limited to provide seven man days of training in a training year to every em-
ployee. Here, training year starts on 01st April in a calendar year & ends on 31st March of next calendar
year. Employees make full use of the Training System to support this endeavor to create NTPC Limited a
learning organization.

Agencies of Training

The agencies that deal with the training function in the NTPC Limited include

Power Management Institute: PMI is the apex training Institute and the nodal agency for Training for the
NTPC Limited. It caters to the advanced training needs of all executives of the Company. In case of employ-
ees of Corporate Centre, it caters to the Training needs of both executives and non-executives. It is special-
ized in Management Development and advance technical areas including, Information, Technology and
serves as knowledge dissemination centre for the Company as a whole. It is also engaged in research and
consultancy.

Simulator Training Centre: The Simulator Training Centers at Korba, Spit and Katas, are designed to pro-
duce real time behavior of the Thermal and gas modules respectively, cater to the needs of the corporation.
In addition, depending on the availability of resources, the Simulator training centers also provide training to
external agencies / organizations, on commercial terms.

Regional HR Group: The Regional HR Group caters to the training and development needs of the employ-
ees of the respective region. Wherever, it is not feasible for the Unit Training Centers to organize a specific
program, Regional HR Group would organize such a program for the employees in the entire region. It
would also take an active and proactive part in finalization of the training calendars of each Unit within the

!31
region. For example, Regional HR group of Eastern Region –I Headquarter is in Patna that monitors training
activities of NTPC Limited PATNA.

Unit Training Centers: Unit Training Centers l cater to the training and development needs of the em-
ployees of the respective units. For example, Employee Development Centre is solely responsible for all
training activities at BSTPP Limited.

Today's work envi-

ronment requires em-
ployees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner.

Training (a performance improvement tool) is needed when employees are not performing up to a certain
standard or at an expected level of performance.

The difference between actual the actual level of job performance and the expected level of job performance
indicates a need for training. The identification of training needs is the first step in a uniform method of in-
structional design.


A successful training needs analysis will identify those who need training and what kind of training is need-
ed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of
training. A Training Needs Analysis helps to put the training resources to good use.

!32
!

Introduction

The purpose of a training needs assessment is to identify performance requirements and the knowledge,
skills, and abilities needed by an agency's workforce to achieve the requirements. An effective training needs
assessment will help direct resources to areas of greatest demand. The assessment should address resources
needed to fulfill organizational mission, improve productivity, and provide quality products and services. A
needs assessment is the process of identifying the "gap" between performance required and current perfor-
mance. When a difference exists, it explores the causes and reasons for the gap and methods for closing or
eliminating the gap. A complete needs assessment also considers the consequences for ignoring the gaps.

!33
Training need analysis

Three levels of a training needs assessment:

Organizational assessment evaluates the level of organizational performance. An assessment of this type
will determine what skills, knowledge, and abilities an agency needs. It determines what is required to alle-
viate the problems and weaknesses of the agency as well as to enhance strengths and competencies, especial-
ly for Mission Critical Occupation's (MCO). Organizational assessment takes into consideration various ad-
ditional factors, including changing demographics, political trends, technology, and the economy.
Occupational assessment examines the skills, knowledge, and abilities required for affected occupational
groups. Occupational assessment identifies how and which occupational discrepancies or gaps exist, poten-
tially introduced by the new direction of an agency. It also examines new ways to do work that can eliminate
the discrepancies or gaps.
Individual assessment analyzes how well an individual employee is doing a job and determines the indi-
vidual's capacity to do new or different work. Individual assessment provides information on which employ-
ees need training and what kind.

!34
!

The objectives of Training Need Analysis are to

• Systematically identify developmental needs of employees.
• Integrate so-identified individual needs with organizational needs.
• Enhance relevance and acceptance of training programmes.

!35
TRAINING NEED ANALYSIS IN NTPC LIMITED

Each employee identifies his / her training in a maximum of our areas in consultation with his reporting offi-
cer. The training needs expressed are related to the employee’s present responsibilities and his likely areas of
future assignment.

Training needs are classified as Essential and Desirable along two time frame of short - term ( for immedi-
ate job performance ) and long – term future job performance, in next two years or so ).

The identified needs are prioritized in the following manner and would be addressed accordingly.

Priority A Essential Short-term

Priority B Desirable Short-term
Priority C Essential long-term
Priority D Desirable long-term

Training needs identification in case of executives is carried out by the executive concerned in consultation
with his/her Reporting Officer annually during setting of Performance Appraisal every year.

The departmental Training Coordinator triggers the TNA exercise from 1st September, every second year,
with the distribution of Training Needs Form. He or She consolidates and submit the filled up Training Need
forms of Executives and Non- executives, of his/her department concerned to the respective Training Centre
by 30th October.

Based on such Training Need forms, a Department – Wise analysis is carried out by the Employee Devel-
opment Centre and discussed in Site Management Committee / Heads of Department for evolving the
yearly Training Calendar for the next two years, by 15th November.

With a view to integrate the process of evolving of the Training Calendar and to utilise Training resources
optimally, the finalisation of Training Calendars is carried out by Head of Training in association with the
Head of HR of NTPC Limited by 30th November.

!36
In case of advanced training needs where it is not possible for the Training Centres to design and conduct
programmes, the same is forwarded to PMI to designing and conducting Company – level programmes and
incorporation of the same in its Training Calendar. For this purpose, Regional Head of HR and Head of
PMI meet before 15th December for sharing Training Calendars of the Project/S / Stations of the respective
Regions and for providing inputs to the Training Calendar of PMI.

In case of training Needs expressed by only a few employees and it is not viable to design and conduct pro-
grammes at the Project / Station level, the Regional Head of HR explores the possibility of conducting the
programmes at the Region-level either at the Regional Headquarters or in any of the Project/Stations of the
Region, so that the training needs are not left unfulfilled for want of number of employees.

Training calendar

The Head of Training from the project /station would meet in Regional head Quarter before the end of No-
vember to share training calendars. They would also provide inputs to RHQ/PMI regarding program to be
assigned to RHQ/PMI, from out of the training needs identified by the employees of their respective
projects.

Each Employee Development Centre/PMI shall bring out, by 15th February a training calendar for need
based utilization , specifying the schedules of the program, both planned interventions and need-based in-
terventions , panned to be conducted by it during the following training year .

The training calendar of Employee Development Centre/PMI should be uploaded in ESS (Employee Self
Service)/SAP by 15th February to invite nomination in the training program.

Each training centre shall circulate on monthly basis calendar of program scheduled for the next two months
to all HODs and other turning Agencies.

The training calendars of various Employee Development Centres and of PMI would be made available to
all employees through Internal training Module of ESS. Print copies of Training Calendar should be made

!37
available to head of Department and will also kept in Central Library of the Unit. Copies of training calendar
of one project/station would be circulated to other training centre and PMI by 1st week of March.

Nomination system

The objective of the nomination system are:-

To ensure that employees are nominated to training in ares which are relevant to their duties or which have
identified as their development needs.

To ensure that opportunities to attain training programmes are made available to all employees to achieve the
training target go average of seven man days of training in a training year for each employees .

NOMINATION FOR TRAINING PROGRAMMES

In house training program

An employee interested in attending any of the training program included in the training calendar of the
Employee Development Centre of respective Unit or PMI shall initiate his
/her nomination in the training program through Internal Training Module of ESS. In case of planned inter-
vention employee shall initiate his/her nomination only if he/she is eligible to attained that training program.

Nomination of the employee shall be forwarded to his/her Reporting Officer for approval. On approval
from Reporting Officer, nomination shall be forwarded to Departmental Training Coordinator.

Before approving any nomination in the system DTC shall obtain approval from his HOD. DTC will ensure
that employees are normally nomination to program related to training needs identified .

On approval from DTC, nomination shall be forwarded to EDC . EDC afterobtaining approval from compe-
tent authority shall approve the nomination in the system.

If the program is organised by employee EDC , the nomination of the employee is approved and he/she
shall receive online confirmation/rejection . In case training programme is organised by other EDC/ PMI

!38
nomination shall be forwarded to the organiser EDC/PMI . Organiser EDC/PMI shall approve the nomina-
tion based on the availability and preference received for the nomination . Online confirmation/ rejection
shall be sent to the concerned employee.

External training

Employees may generally be considered for nomination to training programmes only in the areas
Training Needs for Analysis and after verifying if a similar programme is being conducted in -
house during the year.

PMI/Employee Development Centre shall, as far as possible, try to provide training to employees
in -house . Employees will normally be nominated for external programmes only for advanced pro-
grammes or where conducting the program in -house is not feasible .

Specified Interventions

The authorities competent to approve specified training programmes are as given below

a.) Plant- level intervention Head of the plant concerned

b.) Region -level intervention ED of the Region concerned
c.) Company - level intervention Functional Director

With a view to achieve the Training Target of average of seven man days of training in a training year for
each employee, the Employee Development Centre, along with the Departmental Training Co-ordinator will
periodically prepare a list of employees who have not attended any training programme or have not yet
completed an average of seven man days of training . Nominations should generally based on this list. The
list should be made available to all employees.
Training database

Employee Development Centre maintains a database of training details of all employees NTPC Limited
PATNA, which includes

• Training Needs identify

• Training Programmes nominated / attended / absent
!39
 • EDC PATNA also maintains details of the programmes conducted, training cost and all other similar
information.
• Training details is periodically updated in the personal files of the employees.

Training evaluation

The objective of training evaluation is to enhance value addition through training programmes by building
on the strength and by removing the shortcomings, if any, and measures the impact of training pro-
grammes on job behaviour.

Training Evaluation would be done at three levels.

1 Pre-training evaluation
2 Programme Feedback
3 Impact Assessment

Pre-training Evaluation

Pre-training Evaluation is aimed at detecting shortcomings in the programme design before the commence-
ment 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, reviews the programme design, content etc. in the light of the feedback
obtained from a sample of participants.

Programme Evaluation

The Training Centre/PMI/HR Group, as the case may be, seeks participant feedback at the end of the train-
ing programme in the Programme Feedback Form for making modifications/improvements in future pro-
grammes.
!40
.
Impact Assessment

It involves measuring the change in job behaviour of the employee on account of the learning during the
training programme. The information would be collected through the Impact Assessment Form (IAF )
after completion of six months of the programme.

Pre-training Evaluation is required in case of all Long-duration programmes. Impact Assessment is required
in case of all Long-duration programmes and Planned Interventions of a duration of not less than 10 days

Programme Evaluation Report

After Impact Assessment, the Training Centre/PMI/HR Group, as the case prepares a Programme Evalua-
tion Report in case of all Long-duration programmes and Planned Interventions of a duration of not less
than 10 training days and circulate it to all the participants concerned.

Training Documentation in NTPC Limited is an automated process as the whole system is being carried out
through a Enterprise Resource Planning Software , Called SAP

Scope of Training System in SAP

I. Needs II. Developing &

Assessment Conducting
Training

III. Evaluating
Training

!
The scope of training in SAP includes all the three steps as shown in above figure.

!41
Needs Assessment
Organizational Level
Job Level
Individual Level
Developing and Conducting Training:
Develop training design (template)
Determine location and who will conduct the training.

Creating Calendar

Receiving and maintaining Nominations

Creating Faculty Database
Creating Schedule

Evaluating Training

Taking Feedback of participants

Analyzing Feedback given by participants
Analysing Faculty Feedback

!42
 CHAPTER -4
PRESENTATION OF DATA AND
ANALYSIS

!43
 RESEARCH METHODOLOGY

Research design

The project is based on descriptive study because descriptive research is preplanned and structured in nature.
It is used to describe characteristic and behavior of sample population.

Sources of data:

Primary Data:-Study was primary data based. Questionnaire was prepared for this purpose. Two set of
questionnaire were designed one for trainer and other for trainee.

Sample size-

The sample size is 30 employees of NTPC Ltd. Patna. They are employees belonging to different designa-
tion like- senior manager, junior manager and HR manager.

Sample unit- Employees of NTPC Ltd. PATNA was taken for the study.

Sampling technique:-The sampling technique used is purposive.

Instrument used –The instrument used for data collection is questionnaires. In the process of data collection
closed ended questionnaires were used.
Two sets of Questionnaire were designed which administered employees working in NTPC Ltd. PATNA.
This questionnaire consists of 16 questions (8 for trainer and 8 for trainee) demanding the response Yes/ No
only. Which can give a deep understanding of employees intentions and feeling regarding training pro-
gramme. including 8 for trainer and 8 for trainee.

Tools and techniques used for analysis:- The tools and techniques used for analysis is frequency analysis
and the results of this analysis is shown with help of pie digram.

!44
 DATA PRESENTATION

In this chapter, data collected from the various respondents has been tabulated .

TRAINEE

1. Methods used for training needs analysis:-

RESPONSE OF TRAINEE % OF TRAINEE

SURVEY 5 25

OBSERVATION 8 40

INTERVIEW 7 35

TOTAL TRAINEE 20 100

METHOD OF ANALYSIS

25%
35%

SURVEY OBSERVATION
INTERVIEW

40%
!

Fig. 1.1

Interpretation:-25 % respondents go for survey. 40% respondents go for observation and 35% respondents
go for Interview.

!45
2. Identification of training needs :-

RESPONSE OF TRAINEE % OF TRAINEE

YES 9 45

NO 11 55

EMPLOYEES
INVOLVED IN
TRAINING

45%
YES NO
55%

Fig.1.2

Interpretation:-45% of the respondents said that they were involved in identification of training needs.
whereas 50% respondents said they were not involved.

!46
3. Methods used are relevant and effective

RESPONSE OF TRAINEE % OF TRAINEE

YES 16 80

NO 4 20

METHOD USED
RELEVANT AND
EFFECTIVE

20%

YES NO

80%

Fig.1.3

Interpretation :-80% respondents said that training method used were relevant and effective. only 20% re-
spondents said that training method are not relevant and effective.

!47
4. Objective of training program

NO. OF TRAINEE % OF TRAINEES

GAIN KNOWLEDGE 18 90
IN YOUR AREA

GET PROMOTION 2 10

TRAINING OBJECTIVE

10%

GAIN KNOWLEDGE IN YOUR AREA GET PROMOTION

90%
!

Fig. 1.4

Interpretation:- 90% respondents said that their objective of training is to gain knowledge in their area and
only 10% respondents said that their objective of training is to get promoted.

!48
5. Training program is normally achieved

RESPONSE OF TRAINEE % OF TRAINEE

YES 18 90

NO 2 10

TRAINING OBJECTIVE
ACHIEVED

10%

YES NO

90%
!

Fig. 1.5

Interpretation:- 90 % respondents said that their objective of training is achieved. only 10% said thattheir
objective are not achieved through training.

!49
6. Methods used to evaluate the effectiveness of training program.

NO. OF TRAINEE % OF TRAINEE

FEEDBACK AFTER TRAINING 8 40

IMPROVEMENT IN PERFOR- 5 25
MANCE

PROMOTION/INCREMENT 1 5
WRITTEN TEST/EXAM 6 30

EFFECTIVENESS OF
TRAINING PROGRAM

30%
40% FEEDBACK AFTER TRAINING
IMPROVEMENT IN PERFORMANCE
PROMOTION/INCREMENT
WRITTEN TEST/EXAM

5%

25%

Fig. 1.6

Interpretation:- 40% go for feedback , 25% go for improvement in performance, 30 % go for promotion
and increment and only 5 % go for written exam.

!50
7. Improvement in training program

RESPONSE OF % OF TRAINEE
TRAINEE

YES 15 75

NO 5 25

MANAGEMENT TAKES
OPINION ON
TRAINING

25%

YES NO

75%

Fig. 1.7

Interpretation:- 75% respondents said that management does take in to consideration their opinion on
training program. only 20% respondents said that management does not take in to consideration.

!51
8. Kind of training method

NO. OF TRAINEE % OF TRAINEE

OFF THE JOB METHOD 5 25

ON THE JOB METHOD 10 50

BOTH 5 25

TRAINING METHOD

25% 25%

OFF THE JOB METHOD

ON THE JOB METHOD
BOTH

50%
!

Fig. 1.8

Interpretation:-25 % respondents said that they are prefer off the job method , 25% respondents said that
they are prefer on the job method and 50% respondents said that they are prefer both.

!52
 TRAINER

1. Improve employee – employer relationship

RESPONSE OF % OF TRAINER
TRAINER

YES 19 95

NO 1 5

IMPROVES
EMPLOYER-
EMPLOYEE
RELATIONSHIP
5%

YES NO

95%

Fig. 1.1

Interpretation:- 95% respondents said that training helps to improve the relationship . only 5% does not
agree.

!53
2.) Training program conducted

NO. OF TRAINER % OF TRAINER

EVERY MONTH 0 0

EVERY QUARTER 0 0

HALF YEARLY 20 100

ONCE IN A YEAR 0 0

TRAINING IS
CONDUCTED

100% EVERY MONTH EVERY QUARTER HALF YEARLY

ONCE IN A YEAR

Fig. 1.2

Interpretation:-100% respondents said that training is conducted half yearly.

!54
3.) Motivation level of employees

RESPONSE OF % OF TRAINER
TRAINER

YES 18 90

NO 2 10

INCREASES
MOTIVATION

10%

YES NO

90%
!

Fig. 1.3

Interpretation:- 90% of the respondents said that training helps to increase the motivation of the employees.

!55
4.) Employees more productive

RESPONSE OF % OF TRAINER
TRAINER

YES 19 95

NO 1 5

IMPROVES
PRODUCTIVITY
5%

YES NO

95%

Fig. 1.4

Interpretation:- 95% of the respondents said that training improves the productivity of the employees. Only
5% of the respondents disagree.

!56
5.) Satisfied with present method of selection of candidates for Training

RESPONSE OF TRAINER % OF TRAINER

YES 15 75

NO 5 25

SATISFIED WTH
CUSTOMERS

25%

YES NO

75%

!
Fig. 1.5
Interpretation:- 75% of the respondents satisfied with the methods of training . only 25% are not satisfied .

!57
6. Employees to be accountable and authoritative in making decision

RESPONSE OF TRAINER % OF TRAINER

YES 15 75

NO 5 25

DEVELOP EMPLOYEE
TO BE ACCOUNTABLE
& AUTHORITATIVE

25%

YES NO

75%

Fig. 1.6

Interpretation:- 75% of respondents said that , due to training employees become more be accountable
and authoritative in making decision. 25% are not agree.

!58
7. Developing team work and leadership skills

RESPONSE OF TRAINER % OF TRAINER

YES 15 75

NO 5 25

DEVELOPING TEAM
WORK & LEADERSHIP
SKILL

25%

YES NO

75%

Fig. 1.7

Interpretation:-75 % of the respondents said that training are helpful in developing tram work and leader-
ship skill. 25% were not agree.

!59
8. Training is conducted

NO. OF TRAINERS % OF TRAINER

IN HOUSE 10 50

OUT SOURCED 10 50

TRAINING IS
CONDUCTED

50% 50% IN HOUSE OUT SOURCED

Fig. 1.8

Interpretation:- 50% of the respondents are agreed with in house training and and 50% of the respondents
are agreed with out sourced training.

!60
 CHAPTER-5
FINDINGS, CONCLUSION AND
SUGGESTIONS

!61
 FINDINGS

• Training needs analysis is generally done by discussions with superiors and departmental heads. The par-
ticipants are also involved in the analysis of their own training needs.

• Training programs of company are highly effective & beneficial to the employees in giving their best con-
tribution to their personal growth & development as well to meet the organisational objective.

• The trainer and the trainee have to work in co-operation in order to make a training program successful.It
help to build relationship between trainer and trainee.

• Employees are satisfied with the training program.

• Training help the employees to increase the motivation level and build confidence.

• Through training employee become more productive .

!62
 CONCLUSION

This study was a learning experience for me and I came to know the training system in NTPC Ltd. was
positive in response but still more training is needed. So that the employees are motivated time by time and
they should know their strength & weakness so that they can work on it & improve their knowledge & skills
for the betterment of their organization.

In the last but not the least It was conclude that all the training programs of company are highly effective &
beneficial to the employees in giving their best contribution to their personal growth & development as well
to meet the organizational objective. Employee were satisfied with the methods and procedure the company
is using .

!63
 SUGGESTIONS

On the basis of survey through questionnaire, the following suggestions are been made:

• Training should be imparted on his area like latest technology, strategic management, change manage-
ment etc.
• Training sessions should not be too long, because effective learning does not takes place if the training
does not take place beyond 1 week for employee.
• Self-directed learning in some areas should be encouraged. This would save the company’s time and also
reduce costs.
• TNA process may be more effective.
• ROI Analysis for each and every training program should be mandatory.
• Motivate employee to take active part in training program.

LIMITATIONS

• Due to time constraint the topic could not be covered extensive manner.

• The findings cannot be generalized because the sample size was small & the study was conducted only in
one branch of NTPC.

!64
 ANNEXURE

QUESTIONNAIRE FOR TRAINEE

DEMOGRAPHIC DETAILS:

NAME:

AGE:

GENDER: MALE FEMALE

1. What are the methods used for the analysis of your training needs?

a.) Survey

b.) Observation

c.) Interviews

Any other Please specify——————

2. Are the employees involved in identifying their training needs of training ?

a.) Yes

b.) No

3. Do you think the methods used are relevant and effective?

a.) Yes

b.) No

4. What are your objective in training program ?

a.) Gain knowledge in your area

b.) Get promotion

!65
Any other, Please specify————

5. Do you think your objective of attending the training program is normally achieved?

a.) Yes

b.) No

6 .What are the methods used to evaluate the effectiveness of training program.

a.) Feedback after training

b.) Improvement in performance

c.) Promotion / increment

d.) Written test/ exam

Any other Please specify

7. Does any improvement in training program?

a.) Yes

b.) No

8. What kind of training method do you prefer?

a.) off the job method

b.) On the job method

c.) Both

!66
 QUESTIONNAIRE FOR TRAINER

PERSONAL DETAILS:

NAME:

AGE:

GENDER: MALE FEMALE

1. Does Training help to improve employee – employer relationship?

a.) Yes

b.) No

2.) How often the Training programs are conducted in your organization?

a.) Every Month

b.) Every Quarter

c.) Half yearly

d.) Once in a year

3.) Does Training helps to increase the motivation level of employees?

a.) Yes

b.) No

!67
4.) Does Training enable employees more productive?

a.) Yes

b.) No

5.) Are you satisfied with present method of selection of candidates for Training?

a.) Yes

b.) No

6.) Does the Training program enable the employees to be accountable and authoritative in making decision?

a.) Yes

b.) No

7.) Does the Training method focus on developing team work and leadership skills?

a.) Yes

b.) No

8.) Training is conducted

a.) In house

b.) out sourced

!68
 BIBLIOGRAPHY

Book reference

o Personnel and Human Resource Management by P. Subba Rao.

o Human Resource Management by Anjali Ghanekar.

o Human Resource Management by T. N. Chhabra.

Internet

o http://www.ntpc.co.in
o http://indianpowersector.com/
o http://www.ntpc india .com

Intranet
o NTPC ER-1 HQ
o NTPC Corporate Centre HR Department
o Power Management Institute

!69