Professional Documents
Culture Documents
BESCOM
INDUSTRY PROFILE
Electricity is one of the most important forms of energy. We cannot see, hear or
smell electricity, but we know about it by what it does. Electricity produces light
and heat and it provides power for household appliances and industrial
machinery. Electric power also enables us to have telephones, computers, films,
television, and radio etc,.
Most of the electricity that we use daily consists of a flow of tiny particles called
electrons. Electrons are the smallest unit of electricity. They are much too tiny to
be seen, even with a microscope. Everything around us, including our bodies,
contains electrons. Therefore, everything can be thought of as partly electrical.
Some of the effects of electricity can be thought of as partly electrical. Some of
the effects of electricitymay be seen in nature. For example, lightening is a huge
flash of light caused by electricity.
Almost all the world’s electricity is produced at power plants by large machines
called generators. Most of these plants burn coal or oil to make steam, which
provides the energy to run the generators. Thick wires carry electricity from the
plant to all the places such as houses, schools, colleges, farms, factories and other
places where people need it.
Electricity is a handy source of energy, but it must be used with great care.
Faulty wiring or an overloaded socket can cause a fire. An electricity supply
even with one voltage can kill a person if he/she touches a bare wire with wet
hands or while standing on a wet floor.
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BESCOM HISTORY :
The erstwhile Mysore State had the enviable and glorious position of
establishing the first major hydroelectric generating station for commercial
operations at Shivanasamudram as early as 1902. The art at that time was still in
its infancy, even in the advanced countries. The longest transmission line, at the
highest voltage in the world, was constructed to meet the power needs of
mining operations at Kolar Gold Fields.
The State of Karnataka, with availability of cheap electric power, and other
infrastructure facilities, was conducive for increased tempo of industrial activity.
It became necessary to augment the power-generating capacity by harnessing
the entire potential of the Sharavathi Valley. The first unit of 89.1 MW was
commissioned in 1964 and completed in 1977.
The demand for power saw a phenomenal increase in the mid sixties and
onwards with the setting up of many public sector and private industries in the
State. As power generation in the state was entirely dependent on monsoon and
was subject to its vagaries, the state government set up a coal based power plant
at Raichur. The present installed capacity of the power plant at Raichur is 1260
MW. To augment the energy resources of the State, the Kalinadi Project with an
installed capacity of 810 MW at Nagahari Power House and 100MW at Supa
Dam Power House, with an energy potential of 4,112 Mkwh, were set up.
The transmission and distribution system in the state was under the control of
the Government of Karnataka (then Mysore) till year 1957. In the year 1957,
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MSEB was formed and the private distribution companies were amalgamated
with Karnataka Electricity Board.
Till the year 1986, KEB was a profit-making organisation. However, in the
subsequent years, like other State Electricity Boards in the country, KEB also
started incurring losses, mainly due to the increase in agricultural consumption
and due to the implementation of the socio-economic policies of the
government.
To improve the performance of the power sector and in tune with the reforms
initiated by Government of India, the Government of Karnataka came out with a
general policy proposing fundamental and radical reforms in the power sector.
Accordingly an Act, namely the Karnataka Electricity Reforms Act was passed
by the Karnataka Legislature. The Reform has mandated major restructuring of
the Karnataka Electricity Board and its Corporatisation. As part of
corporatisation, Karnataka Electricity Board ceased to exit and Karnataka Power
Transmission Corporation Limited was constituted from 1st August 1999.
As a part of the reforms, the distribution sector was further divided into 4
companies viz. Bangalore Electricity Supply Company Limited – BESCOM;
Hubli Electricity Supply Company Limited - HESCOM; Mangalore Electricity
Supply Company Limited – MESCOM; Gulbarga Electricity Supply Company
Limited - GESCOM. These companies came into existence from 1st June.
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COMPANY PROFILE
In the year 1999, Karnataka embarked on a major
reform of the power sector. As a first step, Karnataka
Electricity Board (KEB) was dissolved and in its place,
the Karnataka Power Transmission Corporation
Limited (KPTCL) was incorporated. This was followed
by the constitution of Karnataka Electricity Regulatory
Commission (KERC) in November 1999.
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KPTCL serves nearly 109 lakh consumers of different categories spread all over
the State covering an area of 1.92 lakh square kilometres. To transmit and
distribute power in the State, it operates nearly 684 sub-stations, 28,000 Kms of
transmission lines with voltages of 33 KV and above, nearly 1,30,000 Kms of 11
KV lines, 1,50,000 distribution transformers and 3,57,000 Kms of LT lines. One
Rural Electric Co-operative Society is functioning in Hukkeri taluk, Belgaum
district which purchases bulk power from KPTCL and redistributes it to the
consumers within the taluk. To enable easier operation of the system, KPTCL
has been divided into five zones, each headed by a Chief Engineer, fifteen
Circles, each headed by a Superintending Engineer, fifty seven divisions, each
headed by a Executive Engineer and over two hundred and seventy sub-
divisions, each headed by a Assistant Executive Engineer. Maintenance of power
supply and day to day functioning are being looked after by the above officers.
The annual turnover of the organisation was nearly Rs.4000 crores during the
year 2000-01.
KPTCL Unbundled:
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Government vide order No. 69 BSR 2001 Bangalore, dated 15/02/2002 has
unbundled KPTCL and formed four distribution companies.
Consequent to this the function of distribution of power has been totally
separated from KPTCL. KPTCL is now vested with the responsibility of
transmitting power all over the State and construction and maintenance of
Stations and lines of 66KV and above. KPTCL will purchase power from various
power producers and sell it to the distribution companies.
The four newly formed independent distribution companies, which were
registered on 30/04/2002, are Bangalore Electricity Supply Company,
Mangalore Electricity Supply Company, Hubli Electricity Supply Company and
Gulbarga Electricity Supply Company. They have started functioning w.e.f..
01/06/2002. These companies are incharge of distribution of power within their
jurisdiction.
BESCOM :
Districts, which are serviced by BESCOM:
Bangalore Urban
Bangalore Rural
Kolar
Tumkur
Chitradurga
Davangere
BESCOM covers an area of 41,092 Sq. Kms. with a population of over 139 lacs.
The company has three operating zones – Bangalore Metropolitan Area Zone,
Bangalore Rural Area Zone and Chitradurga Zone.
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MISSION STATEMENT :
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BESCOM SERVICES :
Improving the Quality of Power
In the coming years the main focus of BESCOM would be on improving the
distribution network by inducting the latest technologies. All our efforts are
being made to reduce technical and commercial losses. These steps will go a
long way in ensuring better quality of power to customers. Special attention is
being paid to strengthen and expand the distribution system and improve the
services in rural areas. At BESCOM we have already embarked on a major
overhaul of our technology, equipment, systems and work culture to become a
truly reliable, efficient and customer-friendly power utility. The aim is to
provide the customers reliable, quality power at the most reasonable prices.
Closer Customer Interaction
To improve customer care and customer relationships BESCOM will have
regular interactive meetings with resident/customer welfare associations etc.
These meetings will be organized by all the Zonal Chief Engineers (EL.,),
Superintending Engineers (EL.,), O&M Circle Executive Engineers (EI.,), O&M
Divisions and Assistant Executive Engineers, O&M Sub-divisions at frequent
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intervals. Every Customer of BESCOM has a right to expect good service. Our
endeavour is to provide you the best customer service.
Community involvement in Rural Areas
Community involvement in rural power distribution is done as a pilot project
and is in force since 47 months and has resulted in improvements in attending to
customer complaints and also in revenue collections .Further, a pilot scheme
involving Grama Panchayats for revenue collection and improvement in
customer service has been started in two Grama Panchayats – Karahally in
Devanahalli Taluk and Konagatta in Doddaballapura Taluk in September 2002
and a memorandum of agreement has been entered between BESCOM and the
two Grama Panchayats
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BESCOM STATISTICS :
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Transformers
Length of HT
57439 Km.
lines
Length of LT
134971 Km.
lines
Population (as
168 lacs
per census 2001)
Consumer base
Domestic & AEH 3982318
Commercial 499146
LT Industrial 114372
HT Industrial 4516
IP Sets 502352
Others 83032
Total : 5546043
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Introduction to HRM
Evolution of HRM
Earlier references: In western countries HRM had its primitive beginning in
1930s. Not much thought was given on this subject in particular and no written
records or documents interesting to note HRM concepts was available, in
ancient philosophies of Greek, Indian and Chinese. This is not to suggest that
industrial establishment and factories system, as it is known today, existed in
ancient Greece, India or china. The philosophy of managing human being, as a
concept was found developed in ancient literatures in general and in Indian
philosophy in particular.
Personnel functions: Till 1930s, it was not felt necessary to have a separate
discipline of management called “Personnel management”. In fact, this job was
assigned as part of the factory manager. Adam Smith’s concept of factory was
that it consists of three resources, land, labour and capital. This factory manager
is expected to “procure,
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Process and peddle” labour as one of the resources. The first time when such a
specialist “person” was used; it was to maintain a “buffer” between employer
and employee to meet the “legitimate need” of employees. However, it is the
employer who decided what is “legitimate need” of employees. In fact, the
specialist “person” was more needed to prevent “unionization” of employees.
This was the case before 1930-s all over the world.
Environmental Influences on HRM: Since 1930s, certain developments took
place, which greatly contributed, to the evolution and growth of Human
Resources Management (HRM). These developments are given below:
Scientific Management
Labour Movements
Government Regulations.
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Nature of Human
Resource
Prospects Management Employee hiring
of HRM
Employee and
Industrial Human Resource executive
Relations Management Remuneration
Scope of HRM
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The following steps must form the basis of any training activity:
• Determine the training needs and objectives.
• Translate them into programs that meet the needs of the selected trainees.
• Evaluate the results.
There are few generalizations about training that can help the practitioner.
Training should be seen as a long term investment in human resources using the
equation given below:
Performance = ability (x) motivation
Training can have an impact on both these factors. It can heighten the skills and
abilities of the employees and their motivation by increasing their sense of
commitment and encouraging them to develop and use new skills. It is a
powerful tool that can have a major impact on both employee productivity and
morale, if properly used.
What is Training?
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What is Development?
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Training objectives :
The personnel manager formulates the following training objectives in keeping
with the company’s goals and objectives:
To prepare the employees, both new and old to meet the present as well
as the changing requirement6s of the job and the organization.
To prevent obsolescence.
To impart the new entrants the basic knowledge and skills they need for
an intelligent performance of a definite job.
To prepare employees for higher-level tasks.
To assist employees to function more effectively in their present positions
by exposing them to the latest concepts, information and techniques and
developing the skills they will need in their particular fields.
To build up a second line of competent officers and prepare them top
occupy more responsible positions.
To broaden the minds of senior managers by providing them with
opportunities for an interchange of experiences within and outside with a
view to correcting the narrown3ess of outlook that may arise from over-
specialization.
To develop the potentialities of people for the next level job.
To ensure smooth and efficient working of a department.
To ensure economical output of required quality.
To promote individual and collective morale, a sense of responsibility, co-
operative attitudes and good relationships
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Classification of Training :
There are a number of training methods available. Use of particular methods
depends on the trainees’ viz., worker, supervisor, and manager. Basically these
methods can be classified into following broad categories:
On the job training
Off the job training
In regard to employees, other than managers (executives following are the
methods of training:
Apprenticeship Training:
Skilled worker and apprenticeship training. The duration of the course/training
depends on the nature of trade and desired skill level. Apprenticeship training is
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normally given to artisans, electricians, plumbers, bricklayers and the like. The
duration normally varies from 2 to 5 years. This should not mix up with
government sponsored “Apprenticeship Training” for unemployed youth
certain underdeveloped nations like India. Apprenticeship training is carried out
under the guidance and intimate supervision of a master craftsmans/expert
worker/supervisior. During apprenticeship training period, the trainee is paid
less than that of a qualified worker.
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Simulation/Computer Modelling:
Any training activity in which actual working environment is artificially created
as near and realistic as possible, is called simulation training. Case study
analysis experimenting exercises, game playing, computer modeling and
vestibule training etc. come under this category. When using computer-
programming method artificially creates work environment, we call it computer
modeling.
Vestibule Training :
In vestibule training, employees are trained on the equipment they are
employed, but the training is conducted away from the place of work. For
training a machineshop operator, a vestibule or separate room is arranged for
training in which all necessary equipment and machines required in an actual
machineshop are duplicated.
Programmed instruction:
Programmed instruction is a structured method of instruction aided through
texts, handouts, books, and computer aided instructions(CAI) . In this case the
instruction material and information is broken down in meaningful units and
arranged in a proper sequence to form a logical method of learning package, the
learning ability is tested and evaluated in real time basis.
Retraining:
Technology is advancing at a very rapid pace. Hence obsolescence is a major
problem fixed by individual workers. Second problem faced by the workers are
the introduction of automation. Loyal workers of long service, suddenly find
themselves useless to the company. There are many instances of protests and
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fear by many workers in various fields like railways, posts and telegraphs, LIC,
Banking etc..
Phases of training:
The various steps involved in the design and development of training
programme particularly for the employees are:
1) Identification of training needs of employees
2) Planning of training programme
3) Preparation of trainees
4) Implementation
5) Evaluation
The last stage in the training programme process is the evaluation of results this
is the main part to know the effectiveness/determines the results of the
training programme.
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Benefits of training
How Training Benefits the Organization :
Leads to improved profitability and/or more positive attitudes toward
profits orientation
Improve the job knowledge and skills at all levels of the organization
Improve the morale of the workforce
Helps people identify with organizational goals
Helps create a better corporate image
Fosters authenticity, openness and trust
Improves the relationship between boss and subordinate
Aids in organizational development
Learns from the trainee
Helps prepares in guidelines for work
Aids in understanding and carrying out organizational policies
Provides information for future needs and all areas of the organization
Improves labor management relations
Helps prepare guidelines for work
Organization gets more effective decision making and problem solving
skills
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of disputes and the like. They have little time in imparting training to
their members.
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Research Problem
The Training programme plays an important role in increasing the knowledge
and skill of an employee for doing a particular job. Training is a short term
educational process and utilizing a systematic and organized procedure by
which employees learn technical knowledge and skills for a definite purpose
and then reward the employees based on the performance through performance
appraisal system after the training programme are conducted. Therefore the
study is completely based on the training and development programmes
conducted in BESCOM .
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Research Methodology:
The purpose of the study is to understand the training and development
programme followed in BESCOM. The methodology evolves from the objectives
of the project and involves collecting primary and secondary data.
Research Design
The research design adopted is descriptive research design. It involves fact-
finding, Inquiries of different kinds etc. The researcher has a wide variety of
methods to consider, either singly or in combination. They can be grouped as
1. Primary source of data
2. Secondary source of data
For this dissertation the data was collected from both the sources.
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Sample size
As the name indicates, sample size refers to the number of respondents or the
size of the sample, which is to be surveyed. Here the sample size taken for the
study was 40.
Sampling procedure
It refers to the definite plan adopted by the research for obtaining the data from
the respondents; the technique adopted here is to gather data from sampling
unit, questionnaire method and interview.
FORMULATION OF HYPOTHESIS
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NULL HYPOTHESIS
It states there is no significance difference between the sample value and
population value. This means that the observe difference is clue to the random
fluctuations Ho denotes the null hypothesis.
ALTERNATIVE HYPOTHESIS
In case the null is rejected, we should have the alternate hypothesis to accept
alternative hypothesis denoted by Ha.
Types of Errors
While testing hypothesis, there are four possible combinations between the
population value and sample value. The four combinations are:
Hypothesis is true & test accepts it.
Hypothesis is true & test rejects it. (Type 1 error)
Hypothesis is false & test accepts it. (Type 2 error)
Hypothesis is false & test rejects it.
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Level of significance
It is nothing but the probability of rejecting a true hypothesis and denoted by α.
1-α gives the level of confidence of the experiment in taking the decision. It is
always preferable to keep the level of significance at a low percentage. It means
that we should not reject a true hypothesis. β represents the risk of accepting a
false hypothesis 1-β is called the power of the test.
Acceptance region
This represents the region with in which the calculated of the statistics must lie
to accept the null hypothesis. If calculated value lies in this region then the null
hypothesis will be rejected.
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1. The time duration was very short, to complete the study in the stipulated
time.
2. The study is purely confined to BESCOM and based on the facts and data
provided by the company.
3. Due to time and financial constraints it was possible to interview 40
respondents though we selected 60 respondents. However, adequate
representation was given for all categories of employees and officers.
Profile of BESCOM
Development in BESCOM :
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Power theft has been reduced to a greater extent. Curbing the menace of
power theft, power loss during transmission is minimized by adopting
latest techniques These measures has resulted in the acceptable power
tariff which will lead to total customer satisfaction.
Reduction in power cuts.
Extending their service to each and every corner.
By replacing installation from 4 poles to 1 pole which would minimize the
space.
By installing meter near to each transformer, they are able to know the
power produced and the power provided.
Highly computerized
Payment of bills – 24 hours through All Time Money (ATM) Counters
which has helped the customers a lot.
They have also provided more outlets for the payment of bills.
Speedy response to the customer problems.
They are conducting regular interactive meetings with resident/customer
welfare associations etc. to have a sound relationship
On-line addressing of problems which is helping the customer a lot.
By developing so much in a small period they need human resource to look
over all these. Human Resource obviously need the skills which has to be
trained. So they have a separate HRD - Training and Development Centre in
Bangalore which is providing all the benefits to the employees of the
organization. This in turn has resulted to the development of the
organization as a whole.
Training in BESCOM :
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Training is the most important activity and plays an important role in the
development of human resources. To put the right man at the right task with
the
trained personnel has now become essential in today’s Globalized Market. No
organization has a choice on whether or not to develop employees. Therefore
training has nowadays become an important and required factor for maintaining
and improving interpersonal and inter group collaboration. Our approach to
training must be to increase productivity and profitability and secondly to
initiate personal growth and development.
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Training categories :
Training is being imparted to the following categories of employees regularly.
• Linemen (including gangmen)
• Attenders
• Drivers
• Overseers/meter readers
• Jr. Assts / Daftary / Typists
• Assts / Sr. Assts
• AEES/AES/JES (including contract aes/jes)
• All women employees.
• AOS/AAOS
Training Methods adopted in BESCOM :
Classroom lectures:
Arranging classroom lecture to the participants which do not involve much
participation except some questions from participants. This is suitable for large
audience.
Talk:
Incorporates variety of techniques, allows participation and discussion from
trainees. Suitable for groups of not more than 20. Lack of participation may
reduce it to a lecture.
Discussion:
Knowledge, ideas and opinions on a subject exchanged freely. Suitable where
information a matter of opinion. Helps change attitudes and provide feedback to
the instructor on application. Some trainees may become entrenched about there
behaviour rather than change it.
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Role-play:
Trainees asked to enact role they would be called upon to play in the job.
Suitable for subjects where near-to-life practices in the training situation is
helpful. Very useful in building confidence to handle real problem.
Case study:
A history of some event or set of circumstances with the relevant details
examined by the trainees. It provides opportunities for exchange of ideas and
consideration of possible solutions.
Exercise:
Trainees asked to undertake a particular task leading to a required result
following the laid down steps. May be used to discover trainee’s existing
knowledge. Can be posted to individuals or to the groups. Suitable for situations
where the trainees need to practice.
Behavioural and attitudinal training - Key factors
• Stress management
• Health & eating the right food
• Attitude & motivation
• Team work
• Role play
• Leadership and decision making.
• Effects of bad habits.
• Attitude and Motivation
• Communication skills
• Leadership training
• Decision making and multi tasking
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• Presentation skills
• Communication Skills
• Man Management skills
Technical Training :
• Energy Audit, AT & C Losses
• ES & D Code and Electrification of Layouts
• Works unit and Field works, Preventive Maintenance
• Safety Devices and Proper usage at working places.
• Rural Management System
• Fire fighting training for the cadre of linemen and Gangemen.
Job training – Key factors :
• Company accounts
• IE ACT – 2003 and ERC Filing
• Budget and Budgetary control
• Revenue
• Reforms
• Meter & Meter Testing
• Safety aspects and procedures
• ES & D Code
• RLMS, Distribution losses, Energy audit, Field works
• IT initiatives in BESCOM.
Apprentice Training – Key factors :
• The HRD Training centre have also providing training to the apprentice
as per the policy of Government of Karnataka since 1st October 2005 and
have trained 75 nos. of apprentices.
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• About 200 nos. of Graduates and Diploma holders have been allotted
under apprentice act by GOI Regional centre, Chennai have been deputed
to various Circles, Divisions and Subdivisions.
EXTERNAL FACULTY
They have engaged following external faculty :
M/S. Cartman
M/S. Quality circle forum of india
M/S. Shine.
M/S. Expert solutions.
M/S. Chinmaya institute of management
M/S. Parimala consultants (for training drivers & attenders)
M/S. Central board for workmen education (for linemen)
Training sessions
• Training sessions are being continuously held at the hrd centre
right from 03.03.2004.
• HRD training commences at 9.30 am everyday and ends at 6.00
pm.
• Basic aim of the HRD centre is to make the employees more
effective in their day to day works.
Training schedules:
Training is conducted in different batches :
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• AOS/AAOS/AEES/AES/JES/SR.Assts
• Assts/JR.Assts/Meter Readers/Daftary/Overseers: Total 3 days
• Job Training : 2 days (Internal Trainers)
• Attitude and Behavioural Training : 1 day (External Trainers)
• Lineman Cadre –
(i) Attitudinal and Behavioural Training : 2 days (External Trainers)
(ii) Job Training : 1 day (Internal Trainers)
• Attenders and Drivers –
(i) The Training is only for one day devoted to Attitudinal and Behavioural
aspects.
(ii) A special one day workshop was conducted for all women employees
in batches, on stress management, arising out of dual responsibilities.
(iii) M/S. NTPC have conducted two batches of training for all officials of
BESCOM on technical aspects.
(iv) A special training for one day is being conducted in batches for all the
employees due for retirement during the current finanical year on
financial and emotional aspects.
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Material Audit.
Training to Trainers :
Dr.J.Jayathirtha of M/S Bullseye Consulting Group was contacted in this
regard. He has agreed to conduct this training programme for all the internal
trainers of BESCOM. he has also agreed to submit the proposal for the same
shortly.
In this connection, it is also proposed to identify more internal trainers in
BESCOM .
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20 NTPC Training 53 53
21 Retiring employees 18 18
Total 3444 8107
Super 10 subdivisions
In order to motivate the employees working in 10 subdivisions of Bangalore (E2,
E6, S1, S4, C4, C6 N1, N4, W4 AND W6) which are being projected towards
super subdivisions, a training on HRD, accounts and technical is being imparted
to these subdivisions to achieve specific targets. So far, about 600 employees out
of 1000 have been trained.
Impact of training
1. Public Affair Centre (PAC) an NGO conducts survey to evaluate the
performane of the service providers in Bangalore city viz., BESCOM, BMP,
BMTC, BDA, BWSSB & BSNL – once in 3 years.
2. The Third Citizen Report card on Bangalore’s public service announced by the
Public Affairs Center in December 2003/January 2004 has in fact ranked
BESCOM among the top performers
3. Customer satisfaction level has increased from 47% (in 1999) to 94% (in the
year 2004)
4. Staff behavior has improved considerable, as can be seen from the customer
feedback survey, which has increased from 54% (in 1999) to 84% (in 2004) as per
this report.
Feedback
Feedback forms are being given to all the trainees on the last day of training.
• The Attitudinal and Behavioural programme is the highlight of the 3 days
training - to increase the duration for a further period of 3 days.
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TOTAL 40 100%
15%
ON THE
JOB
OFF THE
JOB
85%
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From the Table1 and graph, it reveals that 85% of employees are interested in
on-the-job and only 15% of the employees are interested in off-the-job.
REFRESHER 4 10%
SENSITIVITY 1 2.5%
CONVERGENT 4 10%
LATEST
TECHNOLOGY 8 20%
CEP 23 57.5%
TOTAL 40 100%
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REFRESHER
10%
3% SENSITIVITY
10%
CONVERGENT
LATEST
20% TECHNOLOGY
57%
CEP
The above stated training are the main training programmes conducted in the
organization, from the above Table2 and graph 57% of the employees have
attended CEP ie continous education propgramme, 20% of them have attended
latest technology, 10% for both convergent and refresher training and Refresher
training and only 2.5% have attended Sensitivity training.
TABLE 3: OPININON OF EMPLOYEES IN CONTEXT TO TRAINING
PROGRAMME
NO. OF
PARTICULARS RESPONDENTS PERCENTAGE
INTRAPERSONAL 1 5%
INTERPERSONAL 12 30%
TECHNICAL 26 65%
TOTAL 40 100%
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Training and Development Programmes at
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5%
30% INTRAPERSONAL
INTERPERSONAL
65%
TECHNICAL
From the above Table3 and graph, it is highlighted that 65% of the employees
opine training is helpful for their technical activities, 30% of the employees opine
training is helpful for interpersonal activities and only 2.5% said training is
helpful for intrapersonal activities.
It clearly indicates that about 98% of respondents opine that the training
facilities so far offered was not helpful for the enhancement of intrapersonal
activities in the institution.
Hence, the organization should also give priority for conducting training
programmes which can enhance the intrapersonal activities.
YES 38 95%
NO 12 5%
TOTAL 40 100%
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Training and Development Programmes at
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5%
YES
NO
95%
From the above Table4 and graph, it can be viewed that 95% of the employees
are comfortable during the training programme, and only 5% are not
comfortable during the training period.
Thus most of the employees are comfortable during the training programme.
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Training and Development Programmes at
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YES 36 90%
NO 4 10%
TOTAL 40 100%
10%
YES
NO
90%
From the above Table5 and graph, it is analysed that 90% of the employees are
satisfied with the training programme they had and only 10% are not satisfied
with the training programme.
Thus it can be concluded that most of the employees are fully satisfied with the
training programme conducted by the organization.
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Training and Development Programmes at
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NO. OF
PARTICULARS RESPONDENTS PERCENTAGE
WORK SHOP 2 5%
TOTAL 40 100%
WORK SHOP
33% 5%
CLASS ROOMS
CONFERENCE
HALL 39%
23%
OUTSIDE THE
ESTABLISHMENT
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Training and Development Programmes at
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The above are the places were the training are held, from the graph it is viewed
that 5% of them were trained in work shops, 39% in class rooms, 23% in
conference hall, 33% of them outside the establishment.
Hence, it can suggested that in order let out the fatigue it is better to conduct
some out station programme outside the factory specially for the technicians and
other skilled workers.
TABLE 7: OPININON OF EMPLOYEES ABOUT TRAINERS
NO. OF
PARTICULARS RESPONDENTS PERCENTAGE
1. QUALIFIED &
EXPERIENCED 20 50%
2. SKILLFUL &
KNOWLEDGEABLE 5 11%
3. ENCOURAGED
CLASS PARTICIPATION 1 3%
ALL(1+2+3) 14 36%
TOTAL 40 100%
QUALIFIED &
EXPERIENCED
36% 50%
SKILLFUL &
KNOWLEDGEABLE
ENCOURAGED
CLASS
PARTICIPATION
3%
11% ALL
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Training and Development Programmes at
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From the Table7, it is analysed that 50% of the employees view their trainers as
qualified and experienced, 12.5% of them are skillful and knowledgeable, 3% of
them encourage class participation and other 36% said trainers are qualified &
experienced, skillful & knowledgeable, and also encouraged class participation.
IMPARTIAL 4 10%
RUDE 0 0%
FRIENDLY 28 28%
TOTAL 40 100%
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Training and Development Programmes at
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IMPARTIAL
34% 17%
RUDE
0%
FRIENDLY
EASY
49% GOING
From the above graph and Table8 it reveals that 10% of the employees feel that
trainers were impartial, 70% feel that trainers were friendly, 20% feel they were
easy going and finally employees feel none of the trainers were rude that is 0%.
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Training and Development Programmes at
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QUARTERLY 4 10%
HALF YEARLY 1 3%
ANNUALLY 19 47%
TOTAL 40 100%
MONTHLY
40%
47%
QUARTERLY
HALF
YEARLY
ANNUALLY
3% 10%
From the above Table9 it reveals that, when all training courses are held, 40% of
them said the fact that courses are conducted monthly, 2.5% for half yearly, 10%
for quarterly, 47.5% for annually.
The table clearly indicates that most of the training programme were conducted
monthly(40%) some of the training programs are conducted even once in a
year(47.5). The table further reveals that no training programms is been
conducted with a period duration of a fortnight.
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ONE DAY 1 3%
FORTNIGHT 13 33%
TOTAL 40 100%
3% 10%
ONE DAY
33%
2-3 DAYS
ONE WEEK
54%
FORTNIGHT
As regards the duration of the training programme, 2.5% of the employees said
it was held for one day, 10% said for 2-3 days, 55% said training takes place for a
week, remaining 32.5% said it was conducted fortnight. It indicates that highest
% of training programme are one week duration.
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Training and Development Programmes at
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NO. OF
PARTICULARS RESPONDENTS PERCENTAGE
ALL 14 35%
TOTAL 40 100%
WORK
SCHEDULE
15%
35% 5% PERFORMANCE
APPRAISAL
CONTINOUS
LEARNING
45% ALL
From the Table11, it is highlighted, 15% of the employees said training as a part
of their work schedule, 5% of them for performance appraisal, 45% of them for
continuous learning and 35% of them vote for all.
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Training and Development Programmes at
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YES 4 10%
NO 36 90%
TOTAL 40 100%
10%
YES
NO
90%
From the Table12, it is analysed that the organization is not conducting regularly
the pre-test and the post-test.
It is most surprising fact inspite of its existence in the field for more than 3-4
decades it is not taking interest in the pre-test and pro-test because out of 40
respondents 36 respondents i.e. 90% of respondents opine that the pre and pro-
test are not conducted.
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Training and Development Programmes at
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NO. OF
PARTICULARS RESPONDENTS PERCENTAGE
YES 38 92%
NO 2 8%
TOTAL 40 100%
8%
YES
NO
92%
From the above Table13 it is analysed that 92% of the employees expressed that
their performance are evaluated and the feed back is given, the remaining 8%
expressed a negative answer. It is one of the important aspects of HRD is that
identification of the type of the training requirements of the employees and also
to evaluate their performance of the trained workers during their post period .
It can be emphasized that the training component of the organization gives
importance for getting the feedback about the impact of the training programme
on the employees.
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Training and Development Programmes at
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NO. OF
PARTICULARS RESPONDENTS PERCENTAGE
YES 35 87%
NO 5 13%
TOTAL 40 100
13%
YES
NO
87%
From the above table 87% of the employees opine is that there is an increase in
their self improvement and the remaining 13% have not noticed any
improvement.
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Training and Development Programmes at
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OPERATIONAL
SKILLS
13% EFFICIENCY
42% BEHAVIOUR
25% COMMUNICATI
ON SKILLS
TEAM BUILDING
10% 5% 5%
ALL
It is seen from the graph that ,training has enhanced in the following areas like
12.5% in operational skills for few employees, 25% in efficiency for others, 5% in
Behaviour for others, 5% in communication, 10% in team building for few
employees and other 43% feel that training has enhanced them for all the areas
stated.
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Training and Development Programmes at
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Test of Hypothesis
Whether the training and development activities has reached the employees or
not .
Efforts are made in the study for proving the following hypothesis.
Information:
Sample size : 40
Number of respondents for “YES” : 38
Number of respondents for “NO” : 2
Assumptions:
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Training and Development Programmes at
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Given:
p = 38/40 = 0.92
P = 95% = 0.95
Q = 1-P = 1-0.95 = 0.05
n = 40
Therfore,
Zcal = │p-P│
√PQ/n
= √0.95×0.05/40
= 0.03
Zcal = │0.92-0.95│
0.03
Ztab = 1.96
Conclusion
Zcal < Ztab
Therefore , we can infer that training and development activities has reached the
employees effectively.
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Findings
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BIBLIOGRAPHY
BY K. ASWATHAPPA
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Training and Development Programmes at
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ANNEXURES
Questionnaire :
A project undertaken by Prathibha M, On the Training programmes conducted
at BESCOM. [Please tick ( ) the appropriate answers]
1. Name (optional):
Designation (optional):
3. What according to you is Training?
An instrument of change.
An instrument to bring effectiveness.
An instrument of better performance in terms of productivity.
Maximize benefits.
Enhancing the skills efficiency and behavior.
Learning organization.
All the above.
4. Have you undergone any type of training?
a. Yes b. No
5. What kind of training programme.
a. On-the-job b. Off-the-job
6. Have you undergone any of the following types of training?
Refresher Training
Sensitivity Training
Convergent Training
Latest Technology
CEP
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